JMJ Phillip

The Art of Executive Recruitment: Finding the Right Leaders

Posted on by JMJ Phillip

In the fast-paced industries of manufacturing, supply chain, and technology, finding the right leaders is crucial for business success and ensuring the level of innovation required to stay ahead of the curve. As manufacturing recruiters and a specialized executive search firm, we understand the unique challenges of these sectors – and how to get ahead when searching for top talent.

  1. Understanding the Industry Landscape

To excel in executive recruitment, it’s vital to understand the manufacturing, supply chain, and technology sectors. We stay informed about industry trends, challenges, and opportunities, enabling us to identify the specific skills, experiences, and leadership qualities required for executive roles.

  1. Cultivating a Strong Talent Network

Building relationships and a robust talent network is key to successful executive recruitment. As a specialized executive search firm, we invest significant time in establishing connections with high-caliber candidates who possess the expertise and vision for manufacturing, supply chain, and technology roles.

  1. Strategic Partnership with Clients

We approach executive recruitment as a strategic partnership, collaborating closely with clients to understand their goals, values, and specific leadership needs. By aligning our search strategies with their objectives, we identify executives who possess the required skills, experience, and cultural fit.

  1. Utilizing Advanced Tools and Techniques

We embrace innovative tools and techniques to maximize efficiency and reach. Leveraging candidate sourcing platforms, data analytics, and AI-driven technologies allows us to cast a wider net and identify exceptional leaders who may be the perfect fit.

  1. Holistic Evaluation of Leadership Potential

Identifying the right leaders goes beyond assessing technical skills. We evaluate candidates’ leadership potential, emotional intelligence, adaptability, and ability to drive change. Through in-depth interviews, comprehensive assessments, and reference checks, we ensure candidates possess the qualities necessary to excel in executive positions.

Why Soft Skills Matter: Finding the Right Fit for Leadership Roles in Supply Chain

Posted on by JMJ Phillip

In today’s competitive business environment, it is becoming increasingly important for organizations to have effective leadership in supply chain management. While technical skills are certainly important for success in this field, there is also a growing emphasis on the importance of soft skills. In this article, we will discuss why soft skills matter and how they can help you find the right fit for leadership roles in supply chain management.

What are Soft Skills?

Soft skills are the personal attributes and interpersonal skills that enable individuals to communicate effectively, work well with others, and achieve their goals. Unlike technical skills, which are specific to a particular job or industry, soft skills are transferable across roles and industries.

Some common soft skills include:

  1. Communication: The ability to convey information clearly and effectively, both verbally and in writing.
  2. Teamwork: The ability to work effectively with others, including listening to and respecting different viewpoints.
  3. Leadership: The ability to motivate and guide others towards a common goal.
  4. Problem-solving: The ability to identify and analyze problems and develop effective solutions.
  5. Adaptability: The ability to be flexible and adapt to changing circumstances.

Why Soft Skills Matter in Supply Chain Management

Effective supply chain management requires a complex set of technical skills, including knowledge of logistics, inventory management, and transportation. However, soft skills are also crucial for success in this field. Here are some reasons why:

  1. Building Strong Relationships: In supply chain management, relationships are everything. From suppliers to customers to internal teams, the ability to build and maintain strong relationships is essential. Soft skills such as communication, teamwork, and adaptability are critical for building these relationships and establishing trust.
  2. Managing Complexity: Supply chain management is a complex and ever-changing field. Soft skills such as problem-solving, adaptability, and leadership are essential for managing this complexity and navigating the challenges that arise.
  3. Improving Efficiency: Soft skills can help improve efficiency and reduce waste in the supply chain. For example, effective communication and teamwork can help ensure that all parties are on the same page, reducing the likelihood of errors or delays.
  4. Promoting Innovation: Soft skills can also promote innovation in supply chain management. By encouraging collaboration and creativity, leaders with strong soft skills can help drive innovation and find new solutions to old problems.

Finding the Right Fit for Leadership Roles in Supply Chain Management

Now that we’ve established why soft skills are important in supply chain management, let’s talk about how to find the right fit for leadership roles in this field. Here are some tips:

  1. Look for Strong Communicators: Effective communication is essential in supply chain management, so look for candidates who are strong communicators both verbally and in writing.
  2. Seek Out Collaborators: Supply chain management requires a high degree of collaboration, so look for candidates who are team players and work well with others.
  3. Prioritize Problem-Solvers: Supply chain management is a field that requires constant problem-solving, so prioritize candidates who have a proven track record of identifying and solving problems.
  4. Evaluate Adaptability: The supply chain is a constantly evolving field, so evaluate candidates for their ability to adapt to new situations and be flexible in the face of change.
  5. Assess Leadership Skills: Effective leadership is critical in supply chain management, so assess candidates for their ability to motivate and guide others towards a common goal.

In conclusion, soft skills are an essential component of effective leadership in supply chain management. While technical skills are certainly important, it is the soft skills that enable leaders to build strong relationships, manage complexity, improve efficiency, and promote innovation. When seeking candidates for leadership roles in supply chain management, prioritize those who have strong communication, collaboration, problem-solving, adaptability, and leadership skills. By doing so, you can ensure that your organization has the effective leadership

Building a Diverse and Inclusive Workforce: Strategies for Executive Recruitment

Posted on by JMJ Phillip

In today’s business environment, building a diverse and inclusive workforce has become a top priority for many organizations. Not only is it the right thing to do, but it also has tangible benefits for the bottom line, including increased innovation, improved problem-solving, and better financial performance. However, building a diverse and inclusive workforce requires more than just good intentions. It requires a deliberate and strategic approach, starting with executive recruitment.

For supply chain executive search firms and executive search consultants, this means taking proactive steps to identify and attract diverse candidates to leadership roles in the manufacturing, automotive, and supply chain industries. In this article, we will discuss some strategies for building a diverse and inclusive workforce through executive recruitment.

  1. Expand Your Talent Pool

One of the most important steps in building a diverse and inclusive workforce is to expand your talent pool. This means looking beyond the usual sources for candidates and seeking out talent from underrepresented groups. This could include partnering with diversity-focused organizations, attending job fairs and networking events for diverse candidates, and actively recruiting from diverse colleges and universities.

Executive search consultants can also leverage their networks and industry knowledge to identify diverse candidates who may not be actively looking for new opportunities. By expanding the talent pool, organizations can tap into a wider range of skills, experiences, and perspectives, leading to better decision-making and improved performance.

  1. Focus on Inclusion in Job Descriptions

When crafting job descriptions for leadership roles, it’s important to be mindful of language and tone. Avoid language that may be exclusionary or biased, and focus on the essential qualifications and responsibilities of the role. Also, consider adding language that signals the organization’s commitment to diversity and inclusion, such as a statement about the company’s diversity initiatives or a call to action for diverse candidates to apply.

  1. Train Recruiters on Diversity and Inclusion

To be effective in building a diverse and inclusive workforce, executive search consultants and automotive recruiters need to be trained on diversity and inclusion. This includes understanding the importance of diversity and inclusion, as well as identifying and mitigating unconscious biases that may impact candidate selection.

Training should also focus on developing inclusive interviewing techniques that allow all candidates to showcase their skills and experiences. This could include structured interviews with standardized questions, as well as training on how to evaluate candidates based on their potential rather than their past performance or experience.

  1. Embrace Flexibility in Hiring

One of the barriers to building a diverse and inclusive workforce is rigid hiring criteria that may screen out qualified candidates who don’t fit a narrow set of qualifications. By embracing flexibility in hiring, organizations can cast a wider net and identify candidates with diverse backgrounds and experiences.

This could include considering candidates with non-traditional backgrounds or experiences, such as those who have taken career breaks or who have worked in a different industry. It could also mean being open to alternative work arrangements, such as remote work or flexible schedules, which can help attract and retain diverse candidates.

  1. Create an Inclusive Culture

Finally, building a diverse and inclusive workforce requires more than just hiring diverse candidates. It also requires creating an inclusive culture that values diversity and fosters a sense of belonging for all employees. This includes implementing diversity and inclusion training for all employees, as well as creating opportunities for employees to share their experiences and perspectives.

Executive search consultants and supply chain recruiters can also play a role in creating an inclusive culture by seeking out clients who prioritize diversity and inclusion and who are committed to creating a welcoming and inclusive workplace.

In conclusion, building a diverse and inclusive workforce requires a deliberate and strategic approach to executive recruitment. By expanding the talent pool, focusing on inclusion in job descriptions, training recruiters on diversity and inclusion, embracing flexibility in hiring, and creating an inclusive culture, organizations can attract and retain diverse candidates and reap the benefits of a diverse and inclusive workforce. For

Leadership Succession Planning: Best Practices for Manufacturing and Supply Chain Organizations

Posted on by JMJ Phillip

Effective leadership succession planning is critical for the long-term success of any organization, particularly in the manufacturing and supply chain industries. As the baby boomer generation continues to retire, organizations must ensure they have a plan in place to identify and develop the next generation of leaders.

This requires a deliberate and strategic approach to succession planning, which can be facilitated by working with recruiters, executive search firms, and headhunters.

  1. Start Early

Succession planning should start early, ideally several years before a leader is expected to retire or leave the organization. This allows for sufficient time to identify potential successors, assess their skills and capabilities, and provide development opportunities to prepare them for the role.

Recruiters, executive search firms, and headhunters can play a critical role in succession planning by helping organizations identify and assess potential successors. They can also provide insights into industry trends and best practices for leadership development.

  1. Identify Key Competencies

To ensure the success of the succession plan, it is important to identify the key competencies required for leadership roles in the organization. This may include technical skills, such as knowledge of supply chain processes, as well as leadership competencies, such as strategic thinking and the ability to manage change.

Recruiters, executive search firms, and headhunters can work with the organization to identify these key competencies and develop a competency framework to guide the selection and development of potential successors.

  1. Create a Development Plan

Once potential successors have been identified, it is important to provide them with development opportunities to prepare them for the role. This may include job rotations, mentoring, coaching, and training programs.

Recruiters, executive search firms, and headhunters can help identify development opportunities both within and outside the organization. They can also provide insights into industry best practices for leadership development.

  1. Communicate the Plan

Effective communication is critical to the success of any succession plan. Employees need to understand the plan, the criteria for selecting potential successors, and the development opportunities that are available.

Recruiters, executive search firms, and headhunters can work with the organization to develop a communication plan that ensures all employees are aware of the plan and their role in its success.

  1. Evaluate the Plan

Succession planning is an ongoing process that requires regular evaluation and adjustment. It is important to regularly assess the effectiveness of the plan, including the identification and development of potential successors, and make adjustments as necessary.

Recruiters, executive search firms, and headhunters can help the organization evaluate the plan and identify opportunities for improvement. They can also provide insights into industry trends and best practices for succession planning.

  1. Prepare for Unexpected Departures

Succession planning is not just about planning for expected departures, such as retirements. It is also important to be prepared for unexpected departures, such as resignations or unforeseen circumstances.

Recruiters, executive search firms, and headhunters can provide support in these situations by helping the organization identify potential interim leaders and develop contingency plans.

Effective leadership succession planning is critical for the long-term success of manufacturing and supply chain organizations. By starting early, identifying key competencies, creating a development plan, communicating the plan, evaluating the plan, and preparing for unexpected departures, organizations can ensure they have the next generation of leaders in place. Recruiters, executive search firms, and headhunters can play a valuable role in facilitating the succession planning process, providing insights and best practices to ensure the success of the plan.

The Impact of Digital Transformation on Executive Recruitment in Manufacturing and Supply Chain

Posted on by JMJ Phillip

The manufacturing and supply chain industries have undergone significant changes in recent years with the increasing use of technology and digital transformation. The adoption of new technologies has brought about a need for a new type of leader in these industries, one that is well-versed in technology and able to lead their organization through the digital transformation process.

The Impact of Digital Transformation

Digital transformation has changed the way that manufacturing and supply chain organizations operate. From automation and robotics to the use of data and analytics, technology has become an integral part of the industry. As a result, the skills and competencies required for leadership roles have changed.

Manufacturing and supply chain organizations are now looking for leaders who can drive innovation and implement technology solutions to improve operational efficiencies and drive growth. They are looking for individuals who have a deep understanding of technology and its potential impact on the organization. This has created a need for a new type of leader, one that is well-versed in technology and able to lead the organization through the digital transformation process.

The Role of Manufacturing and Supply Chain Recruiters

Manufacturing executive search and supply chain recruiters have an important role to play in finding the right candidates for leadership roles in the digital age. They can help organizations identify the key competencies required for leadership roles in a digital environment and find candidates with the necessary skills and experience.

Manufacturing and supply chain recruiters can also help organizations identify potential candidates from non-traditional industries, such as technology and software, who may have the necessary skills and experience to lead a manufacturing or supply chain organization through digital transformation.

In addition, recruiters can help organizations assess potential candidates for cultural fit, which is essential in a digital environment. Candidates who are innovative, adaptable, and have a growth mindset are more likely to succeed in a digital environment.

Best Practices for Digital Transformation Recruitment

To find the right candidates for leadership roles in a digital environment, manufacturing executive search and supply chain recruiters must adopt new best practices. Here are some best practices for digital transformation recruitment:

  1. Focus on Skills and Competencies

When recruiting for leadership roles in a digital environment, it is important to focus on skills and competencies. This includes both technical skills, such as knowledge of data analytics and automation, as well as soft skills, such as leadership and communication.

Manufacturing and supply chain recruiters can help organizations identify the key competencies required for leadership roles in a digital environment and find candidates with the necessary skills and experience.

  1. Leverage Technology

Manufacturing and supply chain recruiters can leverage technology to find the right candidates for leadership roles in a digital environment. This includes using data analytics and social media to identify potential candidates and using video interviews to screen candidates.

Recruiters can also use technology to assess candidates’ technical skills, such as coding and data analytics, through online assessments and tests.

  1. Identify Potential Candidates from Non-Traditional Industries

Manufacturing and supply chain recruiters can help organizations identify potential candidates from non-traditional industries who may have the necessary skills and experience to lead a manufacturing or supply chain organization through digital transformation.

Recruiters can use their network and social media to identify potential candidates from industries such as technology and software.

  1. Assess Cultural Fit

Cultural fit is essential in a digital environment. Candidates who are innovative, adaptable, and have a growth mindset are more likely to succeed in a digital environment.

Manufacturing and supply chain recruiters can help organizations assess potential candidates for cultural fit by conducting behavioral interviews and using personality assessments.

In conclusion, digital transformation has changed the skills and competencies required for leadership roles in manufacturing and supply chain organizations. Manufacturing executive search and supply chain recruiters can play an important

Attracting and Retaining Top Talent in a Competitive Market: Insights for Executive Recruiters

Posted on by JMJ Phillip

Attracting and retaining top talent has become increasingly challenging for manufacturing recruiters and retained executive search firms on behalf of clients. With the rise of new industries, such as technology and healthcare, and the increasing demand for specialized skills, finding and retaining the right talent has become a key challenge for organizations. In this article, we will discuss insights for executive recruiters to attract and retain top talent in a competitive market.

Understanding the Competitive Landscape

The first step in attracting and retaining top talent is understanding the competitive landscape. Manufacturing recruiters and retained executive search firms must understand the trends in the job market, the availability of talent, and the preferences of candidates. By understanding the competitive landscape, recruiters can tailor their recruitment strategies to attract and retain top talent.

Employer Branding

Employer branding is an important factor in attracting and retaining top talent. Manufacturing recruiters and retained executive search firms must work with organizations to develop an employer branding strategy that reflects the organization’s culture, values, and mission. This will help organizations attract and retain candidates who are a good cultural fit and align with the organization’s values.

Employer branding should be integrated across all aspects of the recruitment process, from job postings to the interview process. Recruiters can also use social media and online platforms to promote the organization’s employer brand and attract candidates.

Offer Competitive Compensation

Offering competitive compensation is essential to attracting and retaining top talent. Manufacturing recruiters and retained executive search firms must work with organizations to develop compensation packages that are competitive with other organizations in the industry. This includes not only salary but also benefits, such as healthcare and retirement plans.

Recruiters can also work with organizations to develop non-financial incentives, such as flexible work arrangements and professional development opportunities, that can help attract and retain top talent.

Develop a Strong Candidate Experience

Developing a strong candidate experience is essential to attracting and retaining top talent. Manufacturing recruiters and retained executive search firms must work with organizations to develop a recruitment process that is transparent, efficient, and respectful of candidates’ time. This includes providing regular updates on the recruitment process and feedback to candidates.

Recruiters can also work with organizations to develop a positive onboarding experience that helps new employees feel welcomed and valued. This includes providing training and development opportunities, introducing new employees to key stakeholders, and providing a clear understanding of the organization’s culture and values.

Utilize Technology

Manufacturing recruiters and retained executive search firms can leverage technology to attract and retain top talent. This includes using online platforms and social media to promote job opportunities and employer branding, as well as using technology to streamline the recruitment process.

Recruiters can also use technology to screen and assess candidates, using online assessments and tests to evaluate candidates’ skills and competencies.

Create a Positive Work Environment

Creating a positive work environment is essential to retaining top talent. Manufacturing recruiters and retained executive search firms must work with organizations to develop a work environment that is positive, supportive, and respectful of employees.

This includes providing opportunities for employees to collaborate, providing clear communication and feedback, and recognizing and rewarding employees for their contributions. Recruiters can also work with organizations to develop a clear career path for employees, providing opportunities for growth and development within the organization.

Attracting and retaining top talent is a key challenge for manufacturing recruiters and retained executive search firms in a competitive market. By understanding the competitive landscape, developing a strong employer branding strategy, offering competitive compensation, developing a strong candidate experience, utilizing technology, and creating a positive work environment, recruiters can attract and retain top talent for their clients.

Recruiters must work with organizations to develop recruitment strategies that are tailored to the organization’s culture, values, and mission. This includes developing a recruitment process that is transparent, efficient, and respectful of candidates’ time, and providing a positive onboarding experience for new employees.

The Future of Technology in Manufacturing: Implications for HR Professionals

Posted on by JMJ Phillip

The manufacturing industry has always been a hotbed of technological innovation, and the pace of change is only accelerating. As new technologies such as robotics, automation, and the Internet of Things (IoT) become more commonplace in manufacturing, HR professionals need to be prepared for the implications these changes will have on their recruitment and talent management strategies.

The Rise of Smart Manufacturing

Smart manufacturing refers to the use of technology to create more efficient and streamlined manufacturing processes. This includes everything from automation and robotics to the use of data analytics and IoT sensors. Smart manufacturing is changing the way products are made, and HR professionals need to be ready for the implications this will have on their recruitment strategies.

One of the key benefits of smart manufacturing is the ability to improve productivity and reduce costs. By automating repetitive and labor-intensive tasks, manufacturers can increase efficiency and reduce the need for manual labor. This means that HR professionals will need to recruit talent with a different set of skills. For example, manufacturers may require more workers with experience in programming, data analysis, and machine learning. This means that manufacturing executive recruiters, manufacturing executive search firms, and manufacturing headhunters will need to focus on recruiting candidates with these skills.

The Role of Robotics and Automation

Robotics and automation are already playing a significant role in manufacturing, and this trend is set to continue. Robotics and automation can help to improve quality control, reduce labor costs, and increase productivity. However, this also means that HR professionals will need to recruit workers with skills in robotics and automation. This includes everything from robotics engineers and technicians to programmers and maintenance workers.

One of the challenges that HR professionals will face is attracting and retaining workers with the necessary skills. With the rise of smart manufacturing, there is likely to be increased demand for workers with these skills, which could lead to a shortage of talent. This means that manufacturing executive recruiters and manufacturing headhunters will need to focus on developing strategies to attract and retain workers with the necessary skills.

The Importance of Data Analytics

Data analytics is another area that is set to have a significant impact on manufacturing. By collecting and analyzing data from sensors, machines, and other sources, manufacturers can gain insights into their operations and identify opportunities for improvement. This means that HR professionals will need to recruit workers with skills in data analysis and machine learning.

One of the benefits of data analytics is the ability to optimize manufacturing processes in real-time. This means that manufacturers can respond quickly to changing market conditions and customer demands. However, this also means that HR professionals will need to recruit workers with the necessary skills to analyze and interpret this data.

The Need for Continuous Learning and Development

With the pace of technological change in manufacturing, it’s essential that workers have access to continuous learning and development opportunities. This means that HR professionals will need to work closely with training and development teams to identify areas where workers need to upskill and reskill.

One of the challenges that HR professionals will face is developing training programs that keep pace with technological change. As new technologies emerge, it’s essential that workers are trained to use them effectively. This means that training programs will need to be updated regularly to keep up with the latest developments.

Navigating the Talent Shortage in Manufacturing and Supply Chain: Tips for HR Leaders

Posted on by JMJ Phillip

The manufacturing and supply chain industries are currently facing a talent shortage, which is causing HR leaders to struggle to find the right candidates for their open positions. With a highly competitive job market and a limited pool of skilled workers, it can be challenging for HR leaders to navigate this talent shortage on their own. Here are 5 tips for HR leaders to navigate this talent shortage and how hiring a manufacturing executive search firm or a supply chain executive search firm can help. 

Tip #1: Partner with an Executive Search Firm 

One of the best ways to navigate a talent shortage is to partner with a manufacturing executive search firm or a supply chain executive search firm. These firms specialize in finding top talent in the industry and have access to a wider pool of candidates than most HR departments. By partnering with an executive search firm, HR leaders can tap into this expertise and leverage their networks to find the right candidates more quickly and efficiently. 

Tip #2: Focus on Retention Strategies 

In addition to finding new talent, it’s important for HR leaders to focus on retention strategies that keep their current employees engaged and motivated. By doing so, they can reduce turnover and build a stronger, more loyal workforce. An executive search firm can also assist with retention strategies by providing insights into industry trends and best practices. 

Tip #3: Leverage Technology to Expand Your Reach 

Another way to navigate a talent shortage is to leverage technology to expand your reach. This can include using social media to promote job openings, developing targeted email campaigns to reach potential candidates, and using online job boards and recruiting platforms to connect with job seekers. An executive search firm can also leverage technology to expand your reach and find the right fit for your organization more quickly. 

Tip #4: Be Transparent About Your Company’s Culture and Values 

To attract the right candidates, it’s important to be transparent about your company’s culture and values. This means taking the time to understand what makes your organization unique, and then communicating that information to potential candidates. An executive search firm can assist with this process by helping you identify your company’s unique selling points and highlighting them to potential candidates. 

Tip #5: Build Relationships with Supply Chain Recruiters and Manufacturing Recruiters 

Finally, it’s important to build relationships with other supply chain recruiters and manufacturing recruiters. By doing so, you can share information about potential candidates and job openings and collaborate on projects when appropriate. An executive search firm can assist with this process by leveraging their networks and relationships in the industry. 

Navigating the talent shortage in manufacturing and supply chain will require a proactive approach to candidate sourcing, a focus on retention strategies, and the use of technology to expand your reach. By partnering with a manufacturing executive search firm or a supply chain executive search firm, HR leaders can tap into the expertise and networks of these firms to find the right candidates more quickly and efficiently. An executive search firm can also assist with retention strategies and help you identify your company’s unique selling points to potential candidates. As the talent shortage continues, it’s important for HR leaders to adapt and innovate in order to find the right talent for their organizations. 

Amazon to Open 400 Tech Jobs in New Office in Downtown Denver

Posted on by JMJ Phillip

In an effort to expand its Denver Tech Hub, Amazon has reported that it will more than double its tech workforce in the area. After opening an office in Boulder, Colorado, last fall, Amazon’s plans to expand its Denver presence falls right in line with what we’re seeing as a trend in the search and human capital space.

According to a press release from Amazon, the new 98,000 square foot office will be located in Denver’s lower downtown neighborhood.

Our executive search firm, JMJ Phillip, recently expanded into Denver with a new downtown office as well. In an employment market with a 3.6% unemployment rate, it has become imperative for companies to go to where the talent is. We’re seeing that across industries.

“For technology companies, especially at Amazon’s scale, you need the top 10% of technologies, so these companies are thinking ‘Where can I go to get that level of talent?’”, says James Philip, Founder and Chairman of Heavy Hitter Holdings. “Denver has seen positive population growth for the last decade, and everyone is fighting for talent. It makes sense for us to be in Denver.”

There are many attractive aspects to Denver as a city. The city presents an excellent quality of life for professionals – with excellent restaurants, entertainment, recreation, and scenery.

“If you think about a candidate, for example, from the Midwest, the idea of moving to Denver is quite attractive,” added Philip. “We’re finding that when you dive into researching the city, Denver is appealing to professionals even if they were never thinking of moving there in the first place. That is the appeal of the city for top talent.”

Just as Amazon is hiring across its corporate offices and tech hubs across North America, our firm will be expanding into various cities throughout the rest of this year and into early 2020. The talent map across the country is shifting, and it’s important for firms like ours to stay on top of these types of trends.

Join JMJ Phillip and Toys for Tots at Business & Brews

Posted on by JMJ Phillip

 

Join JMJ Phillip and Toys for Tots as we support their annual toy drive. Donations of new unwrapped toys will be given to less fortunate children during the holidays.

Enjoy a complimentary drink and light appetizers while meeting professionals from around the metro Detroit area. Expand your professional network to connect with prospective clients or employers. Drive your personal growth by meeting individuals from a wide variety of industries.

Event Details:

  • Thursday, December 13th from 5:30 – 7:30 pm 
  • Granite City Food & Brewery
    699 West Big Beaver Road Troy, MI 48084
  • Light appetizers and beer/refreshments will be provided
  • Partnering with Toys for Tots, please bring a new unwrapped toy

 

jmj phillip turning point