Mr. Lepiesza has managed senior executive searches for clients ranging from startups to Fortune 100 global corporations, including leading law firms, international biopharmaceutical companies, industrial conglomerates and major financial services institutions. His search engagements have spanned the suite of executive, functional and enterprise-wide leadership positions for organizations across the Americas, Europe and Asia-Pacific.
Prior to joining The Alexander Group, Mr. Lepiesza held a series of senior human resources leadership roles, most recently serving as corporate officer and head of talent for a multinational telecommunications corporation.
Bachelor of Arts, Economics Bachelor of Arts, History
Bachelor of Arts, History
Legal and Professional Services
Life Sciences and Healthcare
We are client-focused more than we are bottom-line focused. We want to build long-term relationships with our clients, and our 35 years in business reflect that we are meeting that goal.
“You have saved our organization.” “How do we decide between two outstanding candidates?” “You are more than a recruiter—you are an important part of our team.”
In starting a search, you don’t know if you will have to make 30 calls or 300 calls to identify the perfect candidate. By the time companies call us, they are in a hurry. We must be strategic and innovative while being nimble and moving with alacrity.
I love the variety of my practice, including learning about new industries, new clients and the management teams that make our clients special. I also like the travel, which is good because I flew 225,000 miles last year.
One of the most frequently asked questions we get is “How do I get on a corporate board if I’m not already on a board?” The hardest board will be your first board. Here is what you need to know. 1) The Process Is Different than Applying for a Full Time Position A board seat
Looking Outside the Box for Your Inner Circle “We want someone who can think outside the box.” As a well-worn business cliché, this phrase elicits groans from hiring executives and recruiters alike. But considering the competitiveness of the executive talent market, driven by the lowest unemployment rate since 1969—along with increasing awareness of the need for
A few years ago, we received an email from an internal candidate we’d interviewed for a client: “John, you and I met over a year ago during the course of my firm’s Chief Financial Officer search, where I was the internal candidate. While I was not chosen for the position, you communicated often during the