Your company’s values should be at the core of everything you do. Learn more about how to define and implement them for a successful and long-lasting company culture, whether you’re in the startup stages or growing your business.
— Read on www.inc.com/laura-behrens-wu/before-publicly-sharing-your-companys-core-values-make-sure-youre-actually-living-them.html
Observations of a Corporate Headhunter In centuries past, the Malayan Dayaks were feared for their headhunting traditions—formidable warriors who pursued only the most worthy adversaries. Their practice was governed by discipline, selectivity, and an unrelenting respect for strength. While colonial rule and religious conversion formally ended the tradition, history suggests that some instincts never fully disappear. Today, those instincts have simply evolved. In the modern corporate arena, a new class of Dayaks operates quietly across boardrooms, founder offices, and global networks. The hunt is no longer physical, but the stakes are just as real. Their objective is singular: identify and secure the rare leaders capable of materially changing the trajectory of a business. The tools have changed. Deep market intelligence replaces ritual. Pattern recognition and judgment substitute for brute force. The ability to assess leadership under pressure—across growth, complexity, and transformation—has become the decisive advantage. In an environment defined by compressed timelines, global competition, and asymmetric outcomes, leadership quality is the ultimate differentiator. For venture-backed companies navigating hypergrowth, or private equity–backed businesses executing value creation and exit, the margin between success and stagnation is often one hire. This is the reality of modern corporate headhunting. The terrain is unforgiving. The competition is relentless. And only those with the sharpest instincts—and the discipline to act on them—prevail.
Corporate Dyak 