Employment Projections
The Employment Projections (EP) program develops information about the labor market for the Nation as a whole for 10 years in the future.
Source: U.S. Bureau of Labor Statistics, Employment Projections.
Employment Projections
The Employment Projections (EP) program develops information about the labor market for the Nation as a whole for 10 years in the future.
Source: U.S. Bureau of Labor Statistics, Employment Projections.
Simply JK Blog
What Financial Service Firms Should Know About Today’s Talent Market
Hiring in financial services has never been more competitive, and the firms that treat talent strategy as a real competitive advantage are pulling further ahead of the ones that treat it as an HR checklist. Regulation, licensing requirements, and the specialized skill sets involved make this market unlike any other, and the standard playbook for hiring simply does not work when the strongest candidates are already employed and being courted by three of your competitors.
Understanding the financial services talent market as it actually operates right now is what separates firms that consistently land the leaders they want from firms that lose them at the final step. Compensation matters, but it is nowhere near the whole story. Culture, hiring process, communication, and the recruiting partners you choose to work with all shape who accepts your offer and who quietly declines to move forward.
Katie Kisker
Recruiting Manager
Connect with Katie
Simply JK Blog
What Financial Service Firms Should Know About Today’s Talent Market
Hiring in financial services has never been more competitive, and the firms that treat talent strategy as a real competitive advantage are pulling further ahead of the ones that treat it as an HR checklist. Regulation, licensing requirements, and the specialized skill sets involved make this market unlike any other, and the standard playbook for hiring simply does not work when the strongest candidates are already employed and being courted by three of your competitors.
Understanding the financial services talent market as it actually operates right now is what separates firms that consistently land the leaders they want from firms that lose them at the final step. Compensation matters, but it is nowhere near the whole story. Culture, hiring process, communication, and the recruiting partners you choose to work with all shape who accepts your offer and who quietly declines to move forward.
Katie Kisker
Recruiting Manager
Connect with Katie
Simply JK Blog
What Financial Service Firms Should Know About Today’s Talent Market
Hiring in financial services has never been more competitive, and the firms that treat talent strategy as a real competitive advantage are pulling further ahead of the ones that treat it as an HR checklist. Regulation, licensing requirements, and the specialized skill sets involved make this market unlike any other, and the standard playbook for hiring simply does not work when the strongest candidates are already employed and being courted by three of your competitors.
Understanding the financial services talent market as it actually operates right now is what separates firms that consistently land the leaders they want from firms that lose them at the final step. Compensation matters, but it is nowhere near the whole story. Culture, hiring process, communication, and the recruiting partners you choose to work with all shape who accepts your offer and who quietly declines to move forward.
Katie Kisker
Recruiting Manager
Connect with Katie
Hiring Hub
This month’s top talent!
Accounting Manager – Rochester, NY
Candidate has 15+ years of Accounting Manager experience with a strong background in financial reporting, GAAP compliance, general ledger management, reconciliations, and month-end/year-end close processes. Has nonprofit and public accounting exposure, including experience with fund accounting, grants, and endowments, while partnering closely with the CFO and Board of Directors. Has also managed a team of four accounting professionals. Seeking $105K/year and an Accounting Manager or Assistant Controller opportunity to advance their career.
Interested in learning more about this candidate or have a need for a similar executive leader on your team? Please reach out to Richard Scacchetti.
Interested in learning more about this candidate? Contact us today!
Free Resources
Planning a New-Year Hire? Start Earlier Than You Think
Effective hiring is less about reacting to empty desks and more about backwards-planning to secure the right leadership at the right time. This article outlines a practical backward-planning framework to help organizations avoid costly delays and make thoughtful, strategic hires for long-term growth.
The Real Cost of an Open Leadership Position
An open leadership position can cost an organization far more than just the expense of recruiting a replacement. This article explores the hidden costs of leaving key leadership roles unfilled and why taking a proactive, strategic approach to hiring is essential for maintaining organizational momentum and long-term success.
The Manufacturing Ramp Starts With Talent
Building a successful manufacturing workforce strategy is less about reacting to immediate hiring needs and more about proactively aligning talent acquisition with future growth and production goals. This article outlines practical strategies for manufacturers to model capacity, sequence leadership hiring, and build resilient hiring infrastructure ahead of operational expansion.
Free Resources
Planning a New-Year Hire? Start Earlier Than You Think
Effective hiring is less about reacting to empty desks and more about backwards-planning to secure the right leadership at the right time. This article outlines a practical backward-planning framework to help organizations avoid costly delays and make thoughtful, strategic hires for long-term growth.
The Real Cost of an Open Leadership Position
An open leadership position can cost an organization far more than just the expense of recruiting a replacement. This article explores the hidden costs of leaving key leadership roles unfilled and why taking a proactive, strategic approach to hiring is essential for maintaining organizational momentum and long-term success.
The Manufacturing Ramp Starts With Talent
Building a successful manufacturing workforce strategy is less about reacting to immediate hiring needs and more about proactively aligning talent acquisition with future growth and production goals. This article outlines practical strategies for manufacturers to model capacity, sequence leadership hiring, and build resilient hiring infrastructure ahead of operational expansion.
Career Corner
This month’s hot jobs!
Superintendent
This position is an exciting opportunity to lead and manage a major project in Plattsburgh, NY region, with a well-established company. This is a phenomenal opportunity for a superintendent to be a part of the strategic growth phase in the organization.
Location: Plattsburgh, NY
Interested candidates are encouraged to reach out to Amelia Frederick.
Tax Principal
JK Executive Strategies has partnered with a highly respected, growth-oriented CPA firm in search of a Tax Principal to provide strategic tax leadership, technical expertise, and exceptional client service. This individual will serve as a trusted advisor to clients, mentor and develop team members, and play an integral role in supporting the firm’s continued growth within a collaborative, people-first culture.
Location: Rochester, NY
Interested candidates are encouraged to reach out to Amelia Frederick.
Click below to apply now or view all open job listings.
Don’t see your industry?
Contact us to learn how our proven hiring process can be tailored to meet the needs of your industry.
Don’t see your industry?
Contact us to learn how our proven hiring process can be tailored to meet the needs of your industry.
Edition 022
August 2025
October 2026
August 2025
