Mythbusting with Galecki Search Associates

Recruiters just recruit, right? Wrong. Recruiters do so much more.

All good recruiters want to be of service to the field in which they recruit. In that, recruiters do so much more than simply recruiting. We are compensation consultants, career coaches, and competitive intelligent analysts. We provide a lot of insight for people thinking about changing careers by answering the questions:

  1. Are you being compensated fairly for your current role?
  2. When is it a good time to move jobs?
  3. What skills do you need to get the job you want?
  4. What is it like to work at another company in the industry?
  5. What are other companies doing and what are they currently hiring for?

If you are unsure about any of these questions, you should call a recruiter. You can schedule time with me to discuss your career using the calendar below.

How to WIN the War on Talent


The LinkedIn Workforce Confidence Index came out last week with findings that 3 in 4 Americans are “Sheltering in Job“. The war for talent just got that much harder for insurance companies competing for skilled professionals.  Passive talent is now hibernating.  What can you do to attract people to your company?  A Cultural Transformation.

Top talent is “Sheltering in Job” for varied reasons, such as steady pay-check, benefits package and competing demands for their time such as family or other commitments. The desire for remote work is hotter than it’s even been, with many companies converting previous in-office roles to 100% remote.  This is effective at getting seats filled, but these companies’ cultures weren’t accepting of remote work before the pandemic, and unless intentionally transformed, this strategy could backfire in retaining the talent.

PWC surveyed over a hundred CEOs to understand how often they think employees should be in the office to maintain a distinctive culture. 2 in 5 think it has to at least 4 days. The mindset of these CEOs does not align with the new expectation of 100% remote culture and also tells us that companies are focusing on solving for the short term, not the long term.

In McKinsey’s Future of Work Study, they cite Finance and Insurance best suited for remote work, estimating that as much as 76% of time can be spent working from home without any loss in productivity.  That’s only one day in the office a week, so companies should be thinking about how to create a long-term experience that incorporates work from home flexibility, access to tools employees need at home and — THIS IS IMPORTANT — build camaraderie in a digital or hybrid environment so that people feel they can advance in the company and stay long-term. 

All this seems to align with what we are hearing from candidates. They want the flexibility and the benefits, as well as the ability to progress in their careers without the commute. And now that talent has had the taste of that freedom, their expectations for what they deserve and demand has changed. 

We are at an inflection point.  The time is now to transform your culture into one that can support remote workers or you will lose the war for talent.

Tips on Being Mindful at Work


Did you know we spend nearly HALF of our time worrying about things in our past or future? That’s crazy! This endless mind-wandering can lead to a lot of unhappiness, affecting our productivity and quality of work. 

One way you can combat those negative effects is through the practice of mindfulness. Here are some exercises I do right at my desk when I’m feeling overwhelmed at work. And the best part is, they can be done in just a few minutes!

  1. Mindfully drink coffee: Take a cup of coffee and try to purposefully slow down and savor each sip. As you’re doing this, make an effort to focus on each of your five senses in relation to the cup of coffee. For instance you can take a sip and hone in on the taste or the temperature of the liquid as it travels from the front of your mouth down your throat. This can be done with any food or drink and is a great way to clear your mind.
  2. Mindful breathing: For this exercise you need to simply breathe. Take extended exhales and inhales and focus your attention on the breath as it enters and exits your body. As your mind naturally starts to wander, all you have to do is gently bring your attention back to your breathing.
  3. Mindful reflection: At the end of each day, spend 5 to 10 minutes thinking about what you have achieved as a result of your hard work today. Close your reflection by thinking about what you need to do tomorrow when you get back to work. Doing this can add closure to a hard day of work and allow you to be more present in the evening when you are spending time with loved ones.

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Five A’s of LGBTQ+ Allyship


In honor of Pride Month, we at Galecki Search Associates believe it is important to share ideas about how to be an ally to members of the LGBTQ+ community in the workplace. An ally is a colleague who actively advocates, supports, and encourages members of the LGBTQ+ community, while also challenging harmful stereotypes, prejudices, and maltreatment of these individuals. There are many strides that have been made recently by allies and members of the LGBTQ+ community to help advocate, support, and encourage LGBTQ+ co-workers:

  1. As of 2019, a record number of businesses have anti-discriminatory policies towards LGBTQ+ employees. 93% of Fortune 500 companies have such policies in place for sexual orientation in 2019 compared to 62% in 2002. 85% of Fortune 500 companies have such policies for gender identity in 2019 compared to 3% in 2002.
  2. More businesses have transgender benefits than ever before. 62% of Fortune 500 companies have these benefits and in 2002 such benefits were practically non-existent in the US.
  3. Companies are working on their overall culture by providing education to their employees, such as issues of conscious/unconscious bias and resources about how to navigate this topic at work.

These initiatives are helping to create an inclusive work environment, and you can play an important role, even outside of the LGBTQ+ community, by being an ally. Everyone can do their part to create a welcoming workplace for all its employees. After all, fostering strong relationships amongst team members is very important to a team’s success.

Five A’s of Allyship


To be a good ally, you first need to learn about the LGBTQ+ community. Understanding what “LGBTQ+” means is a great place to start:

  • Lesbian: A woman whose enduring physical, romantic, and/or emotional attraction is to other women.
  • Gay: The adjective used to describe people whose enduring physical, romantic, and/or emotional attractions are to people of the same sex.
  • Bisexual: A person who has the capacity to form enduring physical, romantic, and/or emotional attractions to those of the same gender or to those of another gender.
  • Transgender: An umbrella term for people whose gender identity and/or gender expression differs from what is typically associated with the sex they were assigned at birth.
  • Queer: An adjective used by some people, particularly younger people, whose sexual orientation is not exclusively heterosexual. Once considered a pejorative term, queer has been reclaimed by some LGBTQ+ people to describe themselves; however, it is not a universally accepted term even within the LGBT community. Some prefer the term “questioning” instead of “queer”.
  • “+”: The plus sign is meant to represent all other genders and sexualities that are not included by LGBTQ.

Recognize that this is not a comprehensive definition of each term and that not everyone’s identities perfectly align with these descriptions. It is also helpful to understand several different types of discrimination facing members of the LGBTQ+ community, such as:

  • Homophobia: discrimination, disrespect, harrassment, and exclusion of lesbians or gay men because of their sexual orientation
  • Biphobia: discrimination, disrespect, harrassment, and exclusion of a bisexual person because of their sexual orientation
  • Transphobia: discrimination, disrespect, harrassment, and exclusion of trans people because of their gender identity

While typically phobia means “fear of” in these cases its meaning more aligns with “maltreatment” which is why it’s important to increase your awareness, consider different ways to be an advocate and when/how to acknowledge and apologize when necessary.


To increase your awareness when interacting with LGBTQ+ colleagues:

  • One’s gender and sexual orientation are parts of their unique identity; therefore, generalizing their experiences can be perceived as discriminating and offensive.
  • Ask your colleague about their preferred pronouns or if a colleague asks you to refer to them by certain pronouns, use them. You can also be proactive and add your pronouns to your LinkedIn profile or e-mail signature to encourage dialogue.
  • Refrain from off-color jokes about a colleague’s gender or sexual orientation as it can create an uncomfortable environment for both individuals and teams.
  • Get to know your colleague on a personal level rather than reducing your colleague to their gender or sexual orientation. Not every interaction between you and an LGBTQ+ co-worker should be about LGBTQ+ people or issues. There are many sides to a person’s identity, and you should get to know those sides.
  • Share information about your life, family, hobbies, etc. with your co-workers but maintain awareness of what is comfortable to those around you to discuss. Private and medical matters are just that: private. Don’t assume everyone is open to discussing this information.
  • Respect boundaries, knowing information about someone doesn’t mean you can and should share it with others.

Bottom line, treat others how you would want to be treated. Imagine if someone was stereotyping you, telling you what you can and cannot do because of your gender, making offensive jokes about your identity, or asking you inappropriate questions about personal and medical matters. To be a good ally to this community you need to practice empathy, recognizing what they may be going through.


You’ve started and seek to continue to act with awareness, taking the time to get to know your colleagues in an open way, without assumptions. It’s a great foundation and now you can take things a step further or engage concurrently.

Here are some ways advocate:

  • Join an employee resource group, get involved in community events like pride parades or simply share your preferred pronouns in conversation or email signature are all ways you can demonstrate you are a safe space for an LGBTQ+ person.
  • Seek out online resources like the Human Rights Campaign to for a comprehensive educational and community experience
  • Stay tuned in, if you notice a colleague that is openly LGBTQ+ or has confided in you is demonstrating signs of not feeling included in your team, approach them to see how you can best support them.
  • Take a page from our awareness section, it may be that they have preferred pronouns that don’t align with their assigned gender. Make sure to use their preferred pronouns and encourage the same with other work colleagues. Respect boundaries, don’t assume someone is comfortable disclosing personal details or overshare with colleagues.
  • Stand up, if someone at work makes a comment that could intentionally or unintentionally offend a member of the LGBTQ+ community, you can take action. You can talk with the individual directly, providing education and / or report the behavior to a managerial HR.
  • Check in – it would also be appropriate to check in with the employee later in private so that they can talk about the situation with someone.
  • Be the change – Don’t assume that someone else is taking action and recognize that your effort to extend empathy and education can make the workplace more comfortable and productive for all of your colleagues.

By taking an active role in advocating for the LGBTQ+ community you can promote inclusivity in the workplace.

Acknowledge & Apologize

What if you make a mistake? Everyone from time to time makes a mistake in conversation; however, if you take the time to connect with the person and clear up any misunderstandings, it will allow for a safer, more inclusive environment going forward. To rectify the situation, acknowledge the mistake and apologize. Here is an example of a mistake and how to address it:

Imagine you used the wrong pronouns to address a co-worker on accident and realized your mistake after the conversation. The appropriate thing to do is to talk to this co-worker in private, acknowledge your mistake, apologize, and try very hard not to make this mistake again. If you repeatedly misgender a person, it is highly offensive. If a colleague constantly called you by the wrong name or pronouns, you would likely feel like this colleague does not respect you enough to identify you correctly. A good way to avoid this mistake is to address pronouns by sharing yours the first time you meet a new colleague.


By employing these five concepts, you’re on the road to being an effective ally to LGBTQ+ people in the workplace. If you are ever in doubt about how you should be treating others in the workplace simply apply the golden rule: treat others how you want to be treated.

Five Steps to Prepare for a Layoff Whether You’re Expecting It or Not


We were enjoying ten years of uninterrupted economic growth, and just like that, those days are over. With all the economic uncertainty, it’s time to face the fact that your job may not be safe. We here at Galecki Search believe that luck favors the prepared, so if you want to add a little luck to your career, now is the time to be preparing for a possible layoff. The better prepared you are, the quicker you will be able to bounce back. While this might be an opportunity to explore a new career path, you can still follow this advice if you like your career path and would like to get back to your role or a similar position.

Although economic conditions are out of your control, you need to remember there are several factors in your control. There is a lot of science out there that shows by focusing on the elements of your life that are within your control, you will substantially reduce your anxiety.

So what are the areas that you should be focusing on now? Your mindset, personal brand, ability to network, upskill opportunity, financial literacy, and unemployment literacy are all areas you can take action on now.

The first thing you need to do is get yourself in the right mindset. The reality of being ousted out of your role and company can be deeply personal, bringing about negative feelings. It’s important to accept the circumstances for what they are. Only then will you be able to take control. Get introspective. Take a step back and evaluate your career taking note of what has worked and what hasn’t. You may think you know the answers to the following questions, however take a minute and write it down, you could surprise yourself!

  • Role – Have you been happy in your role? What would you change? Go beyond salary, benefits, and location. What would an ideal role look like? What aspects of your role did you like and want to keep? What areas would you like to improve?
  • Company – Are your values aligned with the values of your company or previous employer? Why did you join this company in the first place? What are the things you are going to miss? What are the things you are happy to leave behind?
  • Industry – Are your skills relevant to your current industry? Could you translate those skills to another industry? Do you have any gaps in your skill set that need to be filled to stay in your industry? Are there any new skills that you need to develop to move to another industry?

Personal Brand
Next you need to evaluate your personal brand. A strong personal brand is how the world sees you as a professional.

  • Peer Perception – You may assume you have a full understanding of your performance from your reviews; however, your peers are an invaluable source of feedback. Have candid conversations with current and previous peers about your strengths and areas of improvement. Identify themes to capitalize on the positive or work on constructive feedback.
  • Your Resume – Many, if not most resumes read like a job description. The best resumes catalog your accomplishments. It can be hard to figure out what and what not to include on your resume. We recommend the following exercise. Sit down and list everything out, and by everything, we mean everything. Every project or initiative you have been party to. Don’t worry about getting it right the first time. The more the better. More detail will help you narrow down exactly what needs to be expressed in concise bullets. Plan to have a long-form resume that doesn’t get sent to employers, but one that you can pull appropriate experience from when preparing targeted resumes. Once you have the long-form resume, be prepared to tailor your resume, LinkedIn profile, and cover letter (when applicable) using keywords from the description of the job for which you are applying. If this feels overwhelming, leverage recruiters in your field or career coaches, we work with resumes all the time and are happy to support you. Going forward: a pro tip. Keep your resume updated formally as a living document, and track all of your accomplishments on your long form resume throughout the year.

Regardless of your circumstances, you should be consistently networking. Having a strong, mutually supportive network of professionals will help you be nimble in your career. Since we are all sheltering in place, what can you do?

  • Attend virtual networking and educational events. Check out the Casualty Actuarial Society’s events HERE, the Society of Actuaries events HERE, and for data scientists, check out the Open Data Science Conference HERE.
  • Reach out to first- and second-level connections on LinkedIn to hear about how things are going with them and share how you are doing. Be sure to leave the conversation with a good understanding of how you might be able to help them now or in the future, and make sure they leave with the same understanding! Networking is a two-way street.
  • Get and stay active in LinkedIn and other online professional groups. Be visible on topics and people with which you want to be associated.
  • Be sure to keep your contacts organized and follow up with them on a regular basis.

Keep Your Existing Skills Sharp & Develop New Ones
You could potentially find yourself between jobs, so it is important to keep your skills sharp and relevant. Reflect back on the skills you have and what is required in your next role. Read job descriptions to see what employers are asking for and target those. Here are a few things you can do to keep your skills sharp and develop new ones:

  • Upskill your technical skills – We recommend shorter, virtual courses versus masters programs to learn skills like R, Python, and other data science languages, methodologies, and tools.
  • Consider short-term work – Seek out contract opportunities at employers you would want to work with full time.
  • Contribute to conferences, papers or upcoming legislative efforts – This not only a great way to keep your skills sharp and to keep your knowledge up-to-date, but to stay visible in your profession.
  • Offer your skills pro bono to public or private organizations – In addition to providing a social good, volunteering will keep you working and visible in the community.

Financial Literacy
In preparation of a layoff, you should take stock of your financial situation. Do you have enough savings? Are there expenses that you can cut? Maybe you don’t have a money philosophy, a budget, or savings. This is an ideal time to get educated and skill up in these areas. We recommend the following:

  • Get Curious – Read! A team favorite is Your Money or Your Life by Vicki Robin
  • Bolster your savings – This is also an optimal time to bolster your savings, during regular times, 3-6 months of expenses are recommended. During COVID times this may need to be extended.
  • Familiarize yourself with your post-employment benefits – Understand the transition of your benefits: health insurance, 401k, life insurance, etc. Learn how COBRA works and what the costs are. Make sure you know who your payroll and HR contacts are. Use any remaining benefits that expire once your employment ends (doctors appointments etc).
  • Understand Unemployment – Research state unemployment benefits and eligibility requirements for your state.

This is a time to be proactive. It’s not going to feel easy, but the payoff will be rewarding. We frequently talk to people who are blindsided by a layoff and it takes them more time than they were expecting to land their ideal role. Sometimes people even settle for a role they end up unhappy in. Don’t let this be you! Set aside the time and make the effort. By taking this advice, you will find yourself prepared for what comes next.