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Hudson RPO Appoints Jake Zabkowicz as Global CEO

November 15, 2023 by Content Team

Prioritizes Global Accounts & Aggressive Growth

OLD GREENWICH, Conn., Nov. 15, 2023 (GLOBE NEWSWIRE) — Hudson RPO, a leading global total talent solutions company owned by Hudson Global, Inc. (the “Company”) (NASDAQ: HSON), announced today the appointment of Jacob “Jake” Zabkowicz as Global Chief Executive Officer, effective November 15, 2023. As Global CEO for Hudson RPO, Mr. Zabkowicz will lead the vision, strategy, and execution of Hudson RPO’s growth plan. Jeff Eberwein will remain Chief Executive Officer of Hudson Global, Inc. and will continue to focus on capital allocation, acquisitions, corporate strategy, and maximizing shareholder value.

Mr. Zabkowicz, 41, is a seasoned, growth-minded executive who brings to Hudson RPO extensive global leadership as well as operational and business development experience in the talent acquisition industry. Most recently, he was Senior Vice President, Global RPO at Korn Ferry, where he was instrumental in building and growing the firm’s global RPO business during his 10-year tenure. Prior to his time at Korn Ferry RPO, Mr. Zabkowicz served as Director, Solution Design & Implementation at Pinstripe (now Cielo). Mr. Zabkowicz’s experience and insights have been quoted in publications including Bloomberg, Forbes, and USA Today.

“I am excited to welcome Jake to the Hudson RPO team. Jake’s growth orientation and winning mindset will help Hudson RPO achieve its aggressive growth goals,” said Jeff Eberwein, CEO of Hudson Global. “Over the course of his career, Jake has developed a reputation for delivering outstanding client service, building loyal and high-achieving teams, and driving exceptional growth. We look forward to leveraging his expertise to aggressively grow our RPO business and, ultimately, shareholder value.”

“I am thrilled to join the Hudson RPO team and honored to lead such a respected organization towards advancing and cementing our position atop the global RPO market,” said Mr. Zabkowicz. “I have been impressed both by the talent on the Hudson RPO team and the depth of the relationships this team has forged with prestigious clients. Leveraging these attributes, along with Hudson RPO’s strong reputation in the market, I am confident we can drive rapid organic growth globally. This global focus will be squarely at the forefront of Hudson RPO’s go-to-market strategy under my leadership, and I’m particularly eager to target new business in several large and fast-growing markets including healthcare, technology, and life sciences. We have a tremendous opportunity in front of us and I’m excited for the challenge ahead.”

About Hudson RPO

Hudson RPO is a leading global provider of flexible and scalable total talent solutions. At Hudson RPO, people, process, and technology come together to ignite transformative change at mid-market and enterprise-level organizations worldwide. Taking a consultative and collaborative approach, we partner with talent acquisition, HR, and procurement leaders around the globe to build diverse, high-impact teams and drive business success. Learn more at hudsonrpo.com.

Contacts

Hudson RPO
Tracy Kurschner
612 309-3957 / [email protected]

Hudson Global, Inc. Investor Relations
The Equity Group
Lena Cati
212 836-9611 / [email protected]

Katie Murphy
212 836-9612 / [email protected]

Get to Know
Jake Zabkowicz, Hudson RPO Global CEO

November 15, 2023 by Content Team

Blogs & Articles

Get to Know
Jake Zabkowicz, Hudson RPO Global CEO

Content Team

November 15, 2023

With a fresh perspective and a wealth of experience in the recruitment industry, Jake is poised to steer the company towards new horizons. Learn about his distinct perspectives, approach to leadership, and the personal passions that influenced his professional career path.

Two decades of leadership in global recruitment and talent solutions

Jake Zabkowicz’s 20-year career has been driven by a commitment to positively influence his colleagues and clients alike. His journey through operations and technology sparked a passion for recruitment, which he carried to Cielo and then Korn Ferry, where he architected dynamic business and RPO solutions and built leading diverse recruiting teams that have made a global impact in healthcare, life sciences, technology and other sectors.

How did you get started in the industry?

Out of college, I started at Epic Systems and led EMR implementations before joining WageWorks to manage tech-enabled benefits services. A pivotal call from a veteran’s spouse highlighting the positive impacts recruiting can have on the lives of others steered me towards a career in the industry.

What led you to recruitment?

Being new to the industry, I followed a friend’s recommendation to apply to Pinstripe (now Cielo). I have always been interested in solution design, technology and the world of recruiting, so it was a natural fit for me. My boss at Pinstripe was phenomenal. She taught me so much about the business.

I was later introduced to Korn Ferry, where I spent a decade designing their RPO program and broadening their international reach. My role involved managing an extensive portfolio of RPO partnerships with teams from 10 up to 200 members, alongside driving the expansion of our life sciences business.

How did you come to join Hudson RPO?

Hudson RPO always stood out to me, even when I was navigating the competitive waters at Korn Ferry and Pinstripe/Cielo. There was this one instance where a Korn Ferry client staunchly refused to shift a portion of their business away from Hudson RPO, a clear testament to their commitment and satisfaction. Despite us managing most of their hiring, that remaining 10% was non-negotiable. I had never seen anything like that before in my career up until that point.

The more I learned about Hudson RPO’s team, vision, and culture, the more I understood what Hudson RPO brings to the table. Korn Ferry and Cielo command tremendous clout in the industry, yet Hudson RPO possesses the team and culture essential to becoming a truly predominant RPO player.

What are your goals for Hudson RPO?

My priority is to scale our RPO services and to win more global accounts. Hudson RPO has an exceptional team and the right attributes to accomplish this.

My role involves bringing the best out of each and every team member to accelerate Hudson RPO’s growth, both organically and through strategic acquisitions that align with our culture and enhance our market position. Organic growth will be the priority. I love acquisitions, but they require a careful weighing of numerous factors, including strategic fit, culture, and cost.

What inspires you in your work?

Working with great people – working with great clients and working on a great cause. If you have those three in the mix, anything is possible. My goal is to pave the way for our teams, remove obstacles, and create an environment where they can pursue their passions, innovate, and continue to grow without restraint.

How would you describe your leadership style?

I value authenticity and integrity, understanding the power of ‘yes’ and the necessity of ‘no.’ I’m committed to fostering choice and chances. For me, success is a collective effort, where every voice is part of a harmonious chorus. I invest in top talent; I’m convinced that the strength of a team is each individual, and the strength of each individual is the team.

Did any particular client or project solidify your passion for recruiting?

A talent leader in the pharmaceutical space. She was a visionary. One of those people who talks about saving lives, and how talent acquisition saves lives. That solidified it for me. That’s the most incredible aspect of what we do.

What do you like to do outside of work?

I’m really hands-on when it comes to my kids’ activities. They’re 10 and 12, and right now sports is their world, with soccer (or European Football, as some would say) dominating our weekends.

When I’m not cheering them on from the sidelines, you’ll find me enjoying the peace and regeneration of the great outdoors. Whether it’s hiking, fishing, hunting, or just relaxing by a fire, that’s where I recharge my batteries and find my balance. And when I do get some downtime, I love indulging in my foodie passions – from exploring the world of wines and whiskeys to discussing the latest craft beer trends. It’s all about finding those moments of joy and relaxation amidst a busy life.

Hudson RPO

Content Team

The Hudson RPO Content Team is made up of experts within the Talent Acquisition industry across the Americas, EMEA and APAC regions. They provide educational and critical business insights in the form of research reports, articles, news, videos, podcasts, and more. The team ensures high-quality content that helps all readers make talent decisions with confidence.

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Joan’s 2023 talent buzzword guide

November 15, 2023 by Content Team

Blogs & Articles

Joan’s 2023 talent buzzword guide

Content Team

November 15, 2023

2021 was the year of ‘the great’; the great resignation, the great renegotiation, the great reshuffle. And by late 2022 into early 2023, a different theme emerged – ‘the quiet’. From quiet quitting through to quiet hiring, phrases like career cushioning and rage applying infiltrated our talent vocabularies. Keeping up with these trends can be challenging which is why Hudson RPO expert Joan, has taken a deeper dive into this year’s workplace buzzwords.

Fuelled by changing legislations, uncertain economic environments, and digital transformations, we've seen a seismic shift in the employer-employee dynamic that transforms recruitment and retention strategies.”

Joan Achis - Business Development Manager

Quiet quitting

Quiet quitting made waves in the latter half of 2022, as most trends do, on TikTok. The biggest misconception around ‘quiet quitting’ is that employees are quitting their jobs entirely. Rather, quiet quitting is defined by individuals in the workplace giving up on the idea that going above and beyond is the standard. This trend is sometimes also referred to as ‘acting your wage’ on social media, or ‘quiet thriving’. The trend has continued its trajectory as of June 2023, 59% of 122,416 of global workers that participated in a survey said that they are not engaged at work.

Career cushioning

Another term born out of the quiet quitting theme was career cushioning, or creating a professional plan B. Career cushioning is about maintaining a secondary job or skillset, in order to provide a safety net for a potential job loss. It is estimated that nearly 68% of professionals have taken on proactive ‘career cushioning’ methods, including applying for new jobs, monitoring the job market, or preparing their CVs.

Loud quitting

From quiet quitting also came its successor, ‘loud quitting’. According to Gallup’s global workforce report, loud quitters are those who actively harm an organization, while actively undercutting and opposing its leaders and goals. Almost 1 in 5 employees globally are ‘loud quitting’, and 56% of them report feeling stressed at work citing they would switch jobs even if it means a pay cut.

Rage applying

The term ‘rage applying’, although less extreme than it sounds, describes the act of applying for other jobs as a response to unsatisfactory work conditions. According to HR Morning trend first emerged in 2023 when a TikTok user said “I got mad at work and rage applied to like 15 jobs and then I got a job that gave me a $25,000 raise and it’s a great place to work. So, keep rage applying. It’ll happen.”

Quiet hiring

In 2022, Gartner identified “quiet quitting” as one of the key workplace trends for 2023. They predicted that HR leaders would counter this by implementing “quiet hiring” strategies. This would mean focusing on internal talent mobility, providing stretch and upskilling opportunities, and leveraging alumni networks and gig workers to meet evolving organizational needs without adding full-time employees.

Quiet firing or quiet cutting

“Quiet cutting” or “quiet firing” is a term used to describe a strategy where organizations avoid firing employees but instead assign them different roles, according to SHRM. This approach is seen as a way to avoid higher unemployment insurance rates and maintain stability during uncertain financial times. However, it can be risky as it may lead to alienating or losing talented employees.

Boomerang employees

According to Joan, the latest buzzword to watch in 2023 is the boomerang employee. As the name suggests, a boomerang employee describes a situation when a past employee who has left an organization returns after having gained employment elsewhere in between. While the term is not a new adjective, it’s a trend that will pick up pace with organizations worldwide needing to explore alternative ways of accessing talent in a competitive market. Last month, Salesforce introduced it as a new success metric and is even hosting alumni events for former employees.

The evolving terminology in the workplace and specifically in recruitment, are indicative of the shifting landscape in the world of work. From ‘quiet quitting’ to ‘rage applying’, each trend underscores the increasingly individualized approach employees are taking towards their roles and their professional futures. For employers, understanding these trends and adapting in an effort to address them is key to fostering a resilient and engaged workforce. Click here to talk to one of our talent experts about the latest hiring and retention trends.

Hudson RPO

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Hudson RPO wins Recruitment Process Outsourcing provider in 2023 HREC Recruiting & Staffing Solution Provider Value Awards

October 12, 2023 by Content Team

Hudson RPO is delighted to announce, for the fourth consecutive year, that our China team has been recognised in the 2023 HR (Human Resources) Excellence Center China Recruiting & Staffing Solution Provider Value Awards. This award is testament to the expertise, dedication, and passion of our China team and their ability to deliver exceptional outcomes for our clients.

Organized by Human Resource Excellence Center (HREC), this prestigious award receives entries from over 474 companies, both multinational and local, in China. The judging panel consists of leading HR experts who evaluate submissions from across China. Adhering to strict principles of “fairness, openness, impartiality, and public interest” the HREC awards set an industry benchmark for credibility, professionalism, and authority.

We are thrilled to be recognised by HREC and honoured to win this prestigious award for RPO excellence. Our China team is made up of many talented individuals who do amazing work in shaping the future of talent for their clients. We are immensely proud of being a trusted partner driving exceptional outcomes through our ability to source, attract, and engage quality talent that drives business success for our clients.”

- Susan Fan, Country Director, China for Hudson RPO

About Hudson RPO

Hudson Global, Inc. is a leading global talent solutions provider listed on the NASDAQ, operating under the brand name Hudson RPO. Since 1999, we have delivered innovative, customized recruitment outsourcing and talent solutions to organizations worldwide. With Hudson RPO, you don’t just get a provider; you get a trusted partner who puts relationships first and seeks to understand your unique talent challenges. We make data-driven decisions, leverage market intelligence, and nurture your employer value proposition so you can be confident that talent is being looked after, while you focus on broader strategic initiatives. We are recognized on HRO Today’s global Baker’s Dozen as a leading RPO provider for delivering exceptional quality, service and value.

About HREC

Human Resource Excellence China (HREC) is a high-end, professional, and influential membership organization for professionals in the field of human resources in China. There are more than 4,200 companies joining HREC as corporate members. Among China’s Fortune 500 and Forbes Global 2000, more than 90% of them are members of HREC.

Paul’s four tips to attract talent in the retail industry

October 10, 2023 by Content Team

Blogs & Articles

Paul’s four tips to attract talent in the retail industry

Content Team

October 10, 2023

With over 19 years of experience in the world of talent, Paul has witnessed the ebbs and flows of many industries. As a strong creative thinker, his passion lies in building recruitment strategies that shape exceptional outcomes for his clients. Today, he shares his top-4 tips for the retail industry, in what he believes is the most challenging market of his career to date.

Enhance brand awareness
In today’s hyper-competitive retail landscape, brand awareness is not just for customers; it’s crucial for attracting top talent as well. Just like customers, potential employees want to engage with a brand they believe in and resonate with. Your company’s reputation, values, and culture play a significant role in drawing the right candidates. Emphasize what makes your retail brand unique and a great place to work, in a way that resonates with the talent you need.
Leverage the benefits of pay transparency
As an extension of brand, you also want to talk about what salary and benefits packages look like for successful candidates. Pay transparency is common practice in the retail industry, which can become challenging for retention rates as candidates in the industry tend to hop around more for better pay. At the same time, pay transparency can also establish trust and clear expectations, which in turn lead to efficiencies in the recruitment process.
Foster authenticity
To attract a diverse pool of candidates in the retail industry, it’s crucial to create an environment that fosters creativity and allows employees to be their authentic selves. Traditional roles in retail often emphasize sales-based performance and lengthy touchpoint manuals, which oftentimes doesn’t appeal to talent. By fostering a space for creativity, employees are more likely to feel engaged and bring their authentic selves to work, enabling them to forge genuine connections with customers.
Don’t overlook former employees
In the retail industry, high turnovers and a fierce competition for talent have always been prevalent. However in 2020, the industry faced a significant challenge as many employees left their retail positions. As the labor market recovers, consider bringing back employees who are now looking to return to the industry. By bringing back those already familiar with your business, you also save time and costs associated with onboarding and training. To facilitate the engagement of former employees, consider an Alumni program or communications campaign.

Navigating the talent landscape in the retail industry can be time-consuming and expensive. However, these four actionable insights from Paul can provide a valuable starting point. By infusing authenticity into your brand, championing pay transparency, fostering creativity, and considering former employees, retail businesses can adapt and thrive in an ever-evolving environment.

Do you want to talk more about talent attraction in the retail industry? Get in touch with our talent experts today.

Hudson RPO

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Beyond the office walls: the power of flexible work models

September 22, 2023 by Content Team

Blogs & Articles

Beyond the office walls: the power of flexible work models

Content Team

September 22, 2023

When navigating the ever-evolving modern workplace, many companies are thinking about the future of the office and flexible working models. Although the benefits of in-person collaboration and culture-building are undeniable, flexibility and work-life balance are still top considerations for talent. Alexandra Delaney, Hudson RPO’s Director of Client Solutions in the Americas region, delves deeper into the subject.

I find myself grateful to be part of an organization that recognizes the value of a flexible work model with remote options.”

- Alexandra Delaney, Hudson RPO’s Director of Client Solutions in the Americas region

Talent considerations

“The push for a return to the office and more structured ways of working is understandable. Leaders often see the office as a hub of creativity, a place where ideas are born from spontaneous conversations and shared experiences”, says Alexandra. “However, this perspective may inadvertently overlook the diverse needs of employees as well as potential talent that lies beyond the geographical boundaries of the office.”

A great example of this is the ‘Returning for Good’ report by Unispace, that finds that 72% of companies surveyed from across 14 different countries now say they have mandated office returns. Interestingly, almost half of those who mandated a return to the office now report a higher level of employee attrition, and 29 per cent are struggling to attract the talent they need.

Research amongst the Hudson RPO talent experts in our APAC region, has concluded similar findings. Notably, our talent experts noted a trade-off in quality candidates when mandating a return to the office that didn’t reflect an industry requirement or added value to employees.

Returning to the office and restructuring work-options is a decision that has knock-on effects for your existing and prospective talent pools. Especially when a change is mandated, without considering how this adds value-add for your employees.”

Alexandra’s experience

Alexandra has personally experienced firsthand the importance of a flexible work model: “When my husband was diagnosed with cancer, I became his primary caregiver. It was a challenging time, filled with doctor’s appointments, treatments, and the emotional toll that such a diagnosis brings. I was fortunate to work for an employer who understood my personal needs and didn’t add to my stress by requiring me to come into the office during his treatment and recovery.”

“Without this flexibility, my situation could have been drastically different. The added pressure of commuting, managing my workload, and maintaining a presence at work, all while caring for my husband, would have been overwhelming. Having the flexibility to focus on both aspects of my personal and professional life while maintaining a sense of privacy was incredibly helpful and provided me the opportunity to stay in a role I love and provide the care my husband needed during a critical time.”

Flexibility fueling performance

Alexandra believes the assumption that employees prefer to work from home out of laziness or a desire to shirk responsibilities is a misconception. “There are countless circumstances, some as extreme as mine and others less so, that necessitate the option to work from home. It’s not always about wanting to escape the office environment, but rather about needing the flexibility to manage personal circumstances while still contributing professionally.”

Research by Gartner earlier this year on radical flexibility explored the concept of giving employees flexibility not just when and where they work, but also with whom, on what and how much. According to their research, flexibility boosts the percentage of employees defined as high performers increases by 40 per cent while drastically reducing burn-out risk.

“In my experience, I’ve found that I am more productive working from home,” Alexandra says. “The elimination of commute time and the flexibility to create a personalized work environment, significantly increased my productivity. Despite not being physically present in the office, I’ve maintained excellent relationships with my coworkers, and my work-life balance and mental health have improved significantly.”

Is the way you shape work attractive to talent?

For companies considering a change to work arrangements, it’s crucial to consider the diverse needs of employees and the potential benefits of a flexible model. By doing so, they can attract and retain top talent, build trust, and create a supportive environment that values the well-being of their employees. Do you want to learn more about how the way you build work shapes your talent attraction and retention, talk to one of our talent experts today.

Content Team

Prioritizes Global Accounts & Aggressive Growth

About Hudson RPO

Get to KnowJake Zabkowicz, Hudson RPO Global CEO

Two decades of leadership in global recruitment and talent solutions

How did you get started in the industry?

What led you to recruitment?

How did you come to join Hudson RPO?

What are your goals for Hudson RPO?

What inspires you in your work?

How would you describe your leadership style?

Did any particular client or project solidify your passion for recruiting?

What do you like to do outside of work?

Content Team

What is RPO?

What is MSP?

Related articles

Joan’s 2023 talent buzzword guide

Quiet quitting

Career cushioning

Loud quitting

Rage applying

Quiet hiring

Quiet firing or quiet cutting

Boomerang employees

Content Team

What is RPO?

What is MSP?

Related articles

About Hudson RPO

About HREC

Paul’s four tips to attract talent in the retail industry

Content Team

What is RPO?

What is MSP?

Related articles

Beyond the office walls: the power of flexible work models

Talent considerations

Alexandra’s experience

Flexibility fueling performance

Is the way you shape work attractive to talent?

Content Team

What is RPO?

What is MSP?

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Get to Know
Jake Zabkowicz, Hudson RPO Global CEO