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Accepting the Worst Parts of Your Resume

“Walk me through your resume.”

It’s the standard question that hiring managers kick things off with as their eyes dance over the bolded words on your resume. In the back of your mind as you start giving a boilerplate answer; you know it’s only a matter of seconds until they zero in on what you deem as glaring red flags standing out to them.

Gaps in employment history. Short job stints. Not getting into leadership positions. It can feel like hiring managers are already reading between the lines and noticing these variables.

Not everyone’s CV is one shining success after another. It goes back to the old adage, “be comfortable with being uncomfortable.” It’s time to be comfortable with the uncomfortable parts in your employment history.

Come to Grips with the Uneasy Parts

When it seems that the spotlight is on you and you’re asked a pointed question about your employment history, you may be trying to dance around it. Hiring managers aren’t dumb, and they can see right through any sidestepping. Which is why it’s so important to come to grips with your work experience to be able to tell it confidently.

If your career path has been playing a bit of ping pong, rather than building a tale on why it hasn’t worked out – discuss the valuable experience you have learned from your journey to date. That’s what hiring managers want to hear. It might not have been the highlight of your career – but what kind of insight did you take from it? If there are gaps in your employment history, show how you used the time constructively. Did you join associations within your field or did you volunteer to enhance your craft?

Take Command of Your Resume

“Selling your experience is a vital skill, whether you’re on a job interview or wooing clients for your solo business.” – Fast Company

Your narrative is your story to own – and you need to be able to tell it confidently. If you were dismissed from a job, frame it as a learning experience. Leverage the positive aspects of it and how you bounced back. If an illness kept you away from work for some time, prospective employers might have a tendency to be wary because in their mind it might mean that you aren’t back to 100%. Keep it succinct as possible, but there’s no need to apologize or fudge the truth with something you’ve battled. The bottom line is that it’s time to come to grips with your career path to date. It might not be where you thought it would have led you early on, but you can’t always be looking back, because you aren’t heading in that direction anymore.

Accepting your story conveys confidence – and confidence is a major career-asset.

  • Leadership Concept

How Leaders Manage Their Emotions

Professional athletes are naturally talented, but they master their skill by spending thousands and thousands of hours beating on their craft. So when we see a veteran pitching on the bump in Game 7 of the World Series start to show signs of unravelling, we’re quick to jump all over him for cracking under the pressure.

When we think of managing our emotions, the example of professional athletes lends itself well to this topic; because of how high we view them and their insane ability to effectively manage their minds. Athletes can develop healthy and productive emotional habits to ensure their emotions can facilitate their ability to perform well and achieve their goals.

The best ones can build off of bad performances and learn from them while taking constructive criticism from all angles in stride. Psychology Today defines emotions as, “powerful social signals that send us quick, physical messages that allow us to respond to our environment.” But what happens when this influx of neural activity overrides our system and causes us to not think clearly?

Here’s how the top leaders manage their minds.

They Understand that Emotions Have a Ripple Effect

A leader who is not managing his or her emotions well can wreak severe havoc on an entire organization. This can send powerful shockwaves that seriously damages employee morale, retention, and ultimately the bottom line. In Newton’s Third Law, for every action, there is an equal and opposite reaction. Meaning that emotions in the workplace will have a ripple effect enterprise wide – good, bad or otherwise.

They Don’t React Right Away

There is an old zen saying that we should “learn to respond, not react.” Immediately pulling the emotional trigger can lead to more issues down the road. It’s wise to take a deep breath and stabilize the overwhelming impulse for a few minutes to bring your heart rate back to normal, ride the wave of hormones and start to envision a positive path towards a solution. By understanding what’s happening to your body on a molecular level allows you to control it better on a macro level. 

They’re Aware of Their Awareness  

Being able to critically examine your thinking means you can decipher between negative and rational thinking. It means taking a step back and understanding that this is pessimistic thinking that is taking over the controls and is running the show. By being cognizant of this negative mental block is how you’re able to sidestep it completely and move forward. 

They Build off of Failure

In the corporate climate, making mistakes can sometimes seem like a death sentence. And instead of finding solutions to move forward, many of us are more worried about scrambling to play the blame game about who will play the role of the scapegoat. It’s time to have a shift in our mindsets and stop wasting time playing this destructive game, and instead start working towards a solution – because that’s what ultimately matters. 

They Have Healthy Outlets

Having a healthy way of releasing emotions is important to letting your cognitive pipeline flow effectively. All those pent up hormones have to be processed and released in a healthy manner. It helps to see things from the bigger picture. Ask yourself; is this going to be a huge problem one year from now? By putting things into perspective, it allows you to realign with understanding your higher purpose and not getting caught up in temporary roadblocks.

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10 New Year’s Resolutions for Business Success

The New Year is here and millions of people around the world are making resolutions, many of which have the best intentions to achieve their goals or make some kind of improvement. Statistics prove that writing down your goals is vital to achieving success and there is no better time to plan how you want your business to grow in the next 12 months ahead, than now. Written resolutions not only increase your focus on goal setting, but they also encourage you to look critically at your current state, and think outside of the box to drive yourself and your company forward.

Below are 10 New Year’s resolutions to help achieve success for your business this year.

Take a smart risk. Smart risk-taking can have a number of benefits for your business. Fear of failure can paralyze growth, while making mistakes and learning from them can bring big rewards. Define smart risks for your company and create a safe environment for your employees to be rewarded for smart failures.

Become a stronger leader. The success of a company rests upon the course that it’s leaders set. Regardless if you are a seasoned leader, or new to a leadership role, there are always ways to improve your leadership skill set. Don’t wait until mid-year to strengthen your leadership style, start with these 12 things that you can do today to be a better leader.

Attend a new industry event. Attending a top industry event is vital to keeping on top of the latest trends in your industry. Often networking isn’t at the top of our priority list, but building business relationships is how you build your brand, your reputation and expand your company. Start with these four expert tips on how to make the most of networking.

Give something back to your community. Giving back and engaging in corporate responsibility activities isn’t just good for your own well-being, it can have a direct impact on your bottom line. Corporate Social Responsibility can boost employee engagement, attract new talent to your company, enhance your brand and strengthen your reputation with your customers. Start with thinking about high-profile issues that connect with your company, and look for opportunities to send employee volunteers to help with the cause.

Engage your employees. Show your employees that you are committed to their growth by facilitating a resolution workshop. Ask your employees to write down a professional and personal resolution of their own and work as a group to talk about how you’ll achieve them. By focusing on both professional and personal goals you will demonstrate the importance of work/life balance, which is increasingly important to today’s workforce.

Stop what’s not working. While it’s important to focus on new opportunities and growth plans for your company, what’s equally as important is to stop what you’re not doing right. Whether it’s a culture of email overload, wasted time in meetings or an inefficient work breakdown structure, look at what you can stop doing to be successful.

Market your business better. With new social media platforms on the rise, the need for mobile friendly websites and the importance of SEO, many companies are falling behind on how they’re marketing their business. Start with conducting a communications audit and work with a trusted agency to ensure that your digital marketing is reaching today’s tech savvy customer.

Improve your workplace wellness. Companies that have workplace wellness programs often benefit from improved productivity, fewer sick days taken and longer retention of top talent. A report conducted by the University of Toronto showed a $7.00 savings for every $1.00 invested in health-related programs.

Boost your service mentality. Whether your company works directly with customers or your sales are B2B, creating a reputation that your company is great to do business with is key to financial success. Customer service is one of the few key strategic differentiators that businesses can use today to set themselves apart. Check out these six mindsets that create a foundation for delivering outstanding customer service.

Hire smarter. Top talent is your number one business asset and it’s your team that will help you achieve your goals. Take stock of the talent you have on your team and use 2017 to be strategic in making your next hire. Working with a recruiter that is experienced in identifying top tier candidates is one of the best ways to stack your team for success.

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Martyn and his firm are awesome at hiring salespeople and sales leaders. He pretty much staffed up our entire sales team at Eloqua.

We benchmarked him against the best, even local recruiting firms and we found that Martyn could bring on better people, with less yield loss, from Toronto.

Mark Organ
CEO, Influitive
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You can spend weeks, even months, in search of the right candidate. Or you can work with someone that knows where to look and save yourself the headache. I gave Martyn Bassett a job description and watched him repeatedly deliver on that from within the sales talent pool.

Keith Nealon
CEO, Vyze
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Innovation is the key to success, which is why I trusted Martyn to build the product management team that’s pioneering our next generation of software. These were strategic, technical roles and – as usual – Martyn’s team delivered nothing less than the ideal candidate.
John McAuliffe
President, Leonardo
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We drew up a very specific wishlist for our Business Development Executive – which included experience in managed and professional services, consistent over-performance and experience as a consultant – before we retained Martyn. We had no guarantee that candidate was on the market but Martyn’s team produced several that ticked all the boxes and one that exceeded our expectations.
Steven Graham
Managing Director, Computer Aid
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Martyn has access to a seemingly limitless number of talented sales leaders and he is sure to understand business needs and present only fully vetted candidates. I wholly recommend him for anyone – candidate or hiring manager – looking to find the right home for talented sales leaders.
Chris French
VP Enterprise – Eastern Region, Globoforce
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Having gone through interviews and job negotiations many times on my own before, I have to say that being presented by a recruiter this time made the process so much smoother. I’m sure that myself and my employer are both happier with the outcome as a result of working with Martyn Bassett Associates through the process.
Eric Bradnam
Solutions Architect –  Channel Sales, Dundas Data Visualization
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Martyn’s ability to bring talent to you is a benefit in and of itself, but what truly impressed me is his understanding of what you need and what you don’t need and having the conversation about it.

I looked at Martyn as more than the guy bringing talent to me – I looked to him for advice throughout the process.

Jamie Schneiderman
CEO, Clearfit
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A company is only as successful as its talented people, which is why we turned to Martyn to find us the right people, for the right roles, at critical points in Leonardo’s growth.

Having top talent in place has helped the company’s transformation from a small media production company to a digital technology company serving the global hospitality industry. The quality of talent that Martyn has brought us is unmatched.

Paolo Boni
CEO, Leonardo
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It’s a tricky thing to find the right people based in Toronto who can go and sell to distant markets and how to sell in a SaaS world with the right language skills – you can imagine it’s like finding a needle in a haystack and Martyn came up with great candidates that we used to fill a number of roles.
Greg Durand
VP, Global Sales, Cority
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