Dennis Carey Corporate Strategies

Over the past forty years Korn/Ferry has established itself as the world’s premier provider of talent management and executive recruitment, far exceeding even the founder’s dream at the outset of the company’s creation. This great success was achieved through a commitment to excellence, striving at every step to not only meet but to exceed the expectations of clients and candidates alike. This has been possible through demonstrating the following characteristics in every encounter:

•    Integrity and respect
•    Teamwork and collaboration
•    Personal accountability
•    Open and honest communication

Dennis Carey is the Vice Chairman of Board and CEO Services at Korn/Ferry, helping to continue in the tradition set forth by the founders of exceeding client and candidate expectations.

Korn/Ferry International was founded more than forty years ago, in 1969. Since that time they have become the world’s foremost provider of management solutions with an emphasis on finding highly talented executives which will guide the company through CEO succession, mergers, financial crisis and whatever other corporate issues need expert management.

Dennis Carey is the Vice Chairman of Board and CEO Services, specializing in the recruitment of CEOs and corporate directors.

When Korn/Ferry was established by two young businessmen, Richard Ferry and Lester Korn, they had in mind the idea to create a company which would bring excellent leadership to leading firms and organizations globally. This dream as proven itself and has come to fruition as Korn/Ferry is now the world’s leader in executive recruitment and talent management.

When a new CEO comes into a company, there are certainly a number of changes to be expected. One important question is the timing of these changes. Should the new CEO fire and hire quickly, or should he allow the company to adjust to his presence for awhile before he begins to make changes?

As executive recruiter Dennis Carey explains, “Faster is generally better than slower…but too much churn can be very disruptive.” For instance, since he became the CEO of Motorola, Gregg Brown has quickly replaced the head of finance, technology and human resources.

Kevin Coyne, a management consultant and professor at Emory University’s business school explains that, in general, new CEOs decide whom to replace within the first 60 days. They evaluate how the lieutenants are doing quickly, placing them into four main categories.

These categories include excellent workers who they will keep as key aides; others they’ll keep who aren’t the stars; people they will replace eventually, but will keep for now, and those who must go immediately.