Blog - Berkeley Search Consultants

Hello, Summer!

Public Sector Progress, Community Gatherings, and New Beginnings. Summer has arrived, bringing longer days and renewed energy to communities across California. Local governments and public agencies are busy launching seasonal programs such as arts festivals, outdoor concerts, and community events. These moments highlight the vital role that strong public sector leadership plays in serving the public good.

At Berkeley Search Consultants, we specialize in recruitment for the public sector, healthcare, and other fields. We know that public sector hiring is about more than filling positions; it is about supporting missions that impact entire communities. Recruiting in this sector requires a careful balance of compliance, transparency, and identifying leaders who can navigate complex environments and diverse stakeholder groups.

As summer unfolds, many public organizations reflect on their priorities and plan new initiatives. We see how effective leadership drives innovation, fosters collaboration, and ensures essential services reach those who depend on them. Our role is to partner with these organizations to identify and recruit leaders who embody their values and can guide them through change.

We take pride in tailoring our recruitment approach to the unique needs of each public sector client. By focusing on integrity and transparency, we help build leadership teams that reflect the goals and cultures of the communities they serve.

Summer also reminds us of the simple joys that bring people together, whether at a local festival or a public health event, and the dedicated professionals working behind the scenes to make these experiences possible. If your agency is preparing for leadership transitions or planning growth, we are ready to help you find the right talent. We wish you a season full of progress, connection, and community from all of us at Berkeley Search Consultants.

Should Law Firms Invest in IT Talent Now or Wait?

A Strategic Perspective: In a profession grounded in precedent and tradition, many law firms in the United States are facing a turning point. As daily operations become increasingly reliant on digital infrastructure, firms must decide whether to bring in IT talent now or continue relying on external solutions and basic systems. This question is no longer about convenience. It is about readiness.

The Growing IT Demands of Modern Law Firms: Legal practices today handle far more than just litigation. From billing systems and document management to client communication and internal workflows, much of a firm’s operations now depend on reliable technology. Many have relied on piecemeal solutions or occasional outside consultants, but this approach is showing its limits. Firms dealing with multiple offices, increasing volumes of data, and tighter deadlines are discovering that internal IT professionals are not just useful they are becoming essential.

Why Waiting Comes at a Cost: Delaying the recruitment of IT professionals often leads to a reactive cycle. A system crash, a cybersecurity breach, or the failure of a file-sharing tool during a case deadline can quickly escalate from a technical problem to a legal and reputational risk. Building an internal IT team early enables firms to create secure systems, enhance efficiency, and address problems proactively. It also helps control costs over time, as dependency on external support becomes more expensive with growth.

AI and the Evolving Legal Landscape: Artificial intelligence is beginning to impact legal workflows in areas such as document sorting, internal communication, scheduling, and compliance monitoring. While these tools can enhance efficiency, they are not plug-and-play. Successful adoption requires people who understand how to integrate AI into existing processes, ensure data security, and support attorneys without disrupting the core mission of the firm. Having the right IT talent on board can make the difference between using AI as a gimmick and turning it into a strategic advantage.

US Market Trends: Across the country, more law firms are bringing IT in-house. Whether through roles like network administrators, data officers, or infrastructure leads, legal practices are quietly laying the foundation for future growth. This trend is not limited to large firms. Small and midsize practices are also making their first internal hires, often starting with one or two versatile professionals who can help stabilize daily operations and prepare for long-term needs.

Making the Right Move: For firms considering whether to recruit now or later, the question is really about preparedness. IT is no longer a secondary concern. It shapes how work gets done, how information is protected, and how clients experience the firm. The firms that take the step now will be in a better position to grow, adapt, and lead. Those who wait risk spending more to solve avoidable problems later. The time to think about internal IT talent is not when something breaks. It is now, while you can still plan carefully and act with purpose.

Public Sector: Job descriptions only tell part of the story

If you are considering a public sector leadership role in 2025, here are three things you will want to understand before you apply, along with some practical tips for finding the answers.

At Berkeley Search Consultants (BSC), we write, review, and advise on public sector job descriptions. We often see the same challenge repeated across many postings: they explain what the job is, but not always why it matters right now. In today’s landscape, especially at the executive level within cities, counties, and special districts, top candidates are asking for more. They are looking for context, clarity, and connection.

Below are three questions we hear consistently from candidates that are rarely answered in the job description itself. Along with each, we offer a few ways to uncover the information you need to make an informed and strategic decision.

Is the team stable?

Are there large-scale initiatives underway? Has there been recent leadership turnover? You are not seeking rumors. You are looking for alignment between your leadership style and the organization’s current reality. Understanding the environment helps you prepare for the role and determine whether you are the right fit.

How to find out: Start with the organization’s official website. Review recent council agendas, budget reports, department updates, or strategic plans. External resources such as California City News, the League of California Cities, and the California Special Districts Association can also provide relevant news and context. The more informed you are, the stronger your interview responses will be.

Why is this position open right now?

Was it a retirement? A resignation? A sign of growth or restructuring? Understanding the circumstances surrounding the vacancy gives you insight into the agency’s internal dynamics and what kind of leadership they are looking for. It can also shape your view of the urgency or opportunity the role presents.

How to find out: If the job posting does not mention the reason for the opening, try searching for press releases, LinkedIn updates, or archived agency newsletters. Do not hesitate to ask thoughtful and respectful questions during the interview.

What does success look like in the first year?

Beyond daily responsibilities, what outcomes are truly expected? Will you be tasked with launching a major initiative, stabilizing a department, building community trust, or driving cultural change? Knowing what the organization hopes to achieve helps you evaluate whether you are equipped to meet those expectations and how to prepare.

How to find out: Look into the agency’s strategic goals, recent initiatives, and leadership messages. City Manager reports, budget documents, and planning updates often offer strong clues. Tailor your application and interviews to reflect the agency’s priorities. Candidates who do their homework always stand out.

When you go beyond the job description, you show more than just curiosity. You demonstrate readiness, leadership, and the ability to engage at a strategic level. In Public Sector hiring, preparation makes a real difference. The better you understand the “why now,” the more confidently you can contribute to conversations about leadership, impact, and long-term fit.

AI and Tech in Healthcare: A Boon or a Threat for Talent Strategy?

As AI and technology continue to disrupt industry after industry, healthcare is rapidly being reshaped. From diagnostics to administrative workflows, tech innovations promise efficiency, speed, and cost reduction. But with automation advancing quickly, especially in areas like radiology, the question for healthcare leaders is no longer if technology will change their workforce, but how they should adapt their recruitment strategy.

Radiology as a Case Study in Disruption

Radiology is one of the most impacted medical specialties. Machine learning algorithms can now analyze scans faster and, in some cases, more accurately than human radiologists. While clinical oversight remains essential, the demand for traditional radiology roles will likely plateau or decline. This marks a clear turning point for HR teams and recruiters. Talent pipelines must evolve, and the focus must shift toward professionals who can interpret, manage, and optimize AI systems. This includes data scientists, clinical informatics experts, and biomedical engineers specialized in AI.

Should Healthcare Hire More Tech Talent or Less?

At BSC, we observe a growing strategic dilemma among our clients. Many healthcare institutions operate with tight budgets and legacy systems. At the same time, the pressure to modernize is stronger than ever. Reducing traditional roles may seem like a cost-saving opportunity, but reinvesting in digital talent is likely to bring higher long-term returns. Healthcare now depends on robust digital infrastructure: cloud platforms, cybersecurity, AI diagnostics, and telemedicine tools. Hiring IT and tech professionals is no longer optional. It is a strategic necessity. The real challenge lies in talent competition. Are hospitals prepared to compete with tech companies for top digital candidates?

BSC’s Position: Mastering Both Worlds

BSC brings a unique value proposition to this transformation. With deep roots in both the healthcare and technology sectors, we help our clients bridge the gap. We understand the culture, pace, and regulatory complexity of healthcare just as well as we understand the fast-evolving demands of the tech world.

This dual mastery allows us to guide our partners in redefining their talent strategies with precision, insight, and impact.

The New Recruitment Blueprint

The healthcare industry must now balance clinical expertise with technical capability. This is not just about hiring doctors and nurses, but also DevOps engineers, AI specialists, and system architects. It demands a new kind of recruitment partner one fluent in both fields.

At BSC, we position ourselves exactly there. We help organizations future-proof their teams by identifying hybrid talent profiles who can support both patient care and innovation.

Recruit for the Future, Not Just the Present

Digital transformation is not on the horizon. It is already happening. Recruitment strategies must reflect this reality. Healthcare organizations that adapt their talent approach will lead the future of care; not just by treating patients better, but by integrating the tools that make that care smarter, faster, and more sustainable.

How to Avoid Mistakes with Video Interviews

Mastering the Art of the Virtual Interview

Video interviews are now a standard part of the hiring process. They offer organizations a way to save time, reduce costs, and connect with candidates across the globe. However, virtual interviews require a different kind of preparation than traditional face-to-face meetings. Many hiring managers and candidates are still adapting to this format. Without the right approach, small mistakes can lead to missed opportunities. Below are three of the most common video interview pitfalls, along with expert strategies to help avoid them.

Mistake 1: Treating the Interview as Less Formal Than an In-Person Meeting

Some people assume that a virtual setting allows for a more casual interaction. As a result, they may show up late, be unprepared, or appear disengaged. This sets the wrong tone and can negatively impact the interview experience.

To avoid this, treat every video interview with the same level of professionalism as an in-person meeting. Be sure to prepare in advance by reviewing the role thoroughly and organizing your questions. Show up on time and give the conversation your full attention from start to finish. Your posture also plays an important role in communicating respect. Sitting upright, facing the screen directly, and staying engaged throughout the conversation helps create a positive, professional impression. Imagine that the other person is sitting directly across from you — that mindset alone can make a significant difference in tone and energy.

Mistake 2: Overlooking Technical and Environmental Details

One of the most common and disruptive issues in video interviews is a poor setup. Problems like background noise, weak lighting, or visual clutter can distract both the interviewer and the candidate, weakening the overall interaction and making it seem less polished.

Our Technology Practice Lead consistently emphasizes the importance of creating a clean and professional interview environment. This starts with eliminating all background noise and distractions. Choose a quiet space, silence your mobile phone, and turn off fans, televisions, or notification sounds from other devices. Make sure your surroundings are neutral and free of clutter. Remove any mess, dead plants, or posters that could catch the eye and pull focus away from the conversation.

Lighting is also critical. Ensure that your face is well lit, with more light in front of you than behind you. Natural daylight works well, or you can use a desk lamp to softly light your face. Position your camera at eye level to avoid unflattering angles and maintain natural eye contact. A quick test run before the interview helps confirm that your camera, audio, and internet connection are functioning properly.

It is equally important to dress professionally from head to toe. Even if only your upper half is visible on screen, full professional attire puts you in the right mindset and avoids any potential embarrassment if you need to stand up or adjust something during the call.

Mistake 3: Forgetting You Are on Camera

It is surprisingly easy to forget that you are being watched when you are in a familiar environment, such as your home or private office. However, behaviors like checking your phone, yawning, or letting your attention drift can quickly undermine the interaction and convey a lack of interest or respect.

To stay fully present, treat the interview as a live and real-time engagement. Look into the camera when speaking, as this simulates natural eye contact and helps build a connection. Keep your phone out of reach and close any unnecessary computer programs or browser tabs that could distract you. Posture once again plays a role — sit upright, use open gestures, and avoid slouching or fidgeting. Remember that your body language communicates just as much as your words.

How you present yourself on camera reflects directly on both your brand and your organization. A focused, professional presence helps build trust and establishes a strong foundation for meaningful dialogue.

Final Thoughts

Video interviews offer valuable flexibility and access to a broader talent pool, but they must be approached thoughtfully. By maintaining professionalism, preparing your environment and technology, and staying engaged on camera, you can ensure that your virtual interactions reflect your company’s standards and culture.

Small adjustments to your setup and habits can create a stronger impression not only on hiring managers but also on candidates. Whether you’re leading the interview or attending as a participant, the way you show up matters.

Quality over Quantity in Recruitment: Why Less Really Is More

Success is not measured by how many candidates you can attract in recruitment. It is measured by how precisely you can connect the right candidate to the right opportunity. At Berkeley Search Consultants, we know that strategic hiring starts not with more sourcing but with smarter sourcing. In today’s competitive landscape, casting the widest net is no longer an advantage. Targeting the right source is what truly delivers lasting results.

Why high volume fails and the power of Targeted Search

High-volume recruiting often gives the illusion of progress. More resumes, more interviews, more activity. But too often, it leads to overwhelmed hiring teams, inconsistent evaluations, and ultimately, the wrong hires. Without a clear focus, critical signals get lost in the noise. Teams spend time reviewing candidates who were never aligned with the role in the first place. Interview fatigue sets in, decision-making slows down, and valuable time and energy are wasted.

At Berkeley Search Consultants, our approach is different. We believe the best hires come from starting smart, not starting wide. That means identifying the right talent pools, understanding where top performers are actually working, and engaging the candidates who align both with your immediate needs and your long-term goals.

Through market mapping, industry specialization, and deep network engagement, we target candidates who would not appear through standard postings or surface-level outreach. We do not rely on keyword filters or mass email campaigns. We rely on strategic sourcing, thoughtful conversations, and professional insight.

Our goal is not to send you dozens of resumes. It is to introduce you to a small group of highly qualified, genuinely motivated candidates who are worth your time and investment.

How we deliver quality

Precision recruiting demands both technology and human expertise. We leverage AI-enhanced tools to streamline research but always pair it with hands-on vetting, structured interviews, and a strong understanding of your company’s culture and leadership style.

Our process includes:
• Identifying hidden talent pools that traditional sourcing overlooks
• Conducting deep-dive assessments beyond technical skills
• Prioritizing cultural fit and long-term potential
• Providing clients with insights and market feedback during every stage

By narrowing our focus, we raise the quality of every candidate we present. A quality-first approach delivers faster hires, better cultural alignment, higher retention rates, and a stronger employer brand. When hiring processes are efficient and candidate experiences are thoughtful, organizations do not just fill roles. They build loyalty, trust, and sustainable success.

At Berkeley Search Consultants, we prioritize quality over quantity. We partner with our clients to deliver targeted, strategic recruiting that fuels long-term growth, not short-term fixes. Better teams start with better hiring decisions. Better hiring decisions start with the right recruiting partner.

Why Public Sector Recruiting Requires a Different Mindset

At Berkeley Search Consultants, we understand that public sector recruitment is fundamentally different from hiring in the private sector. It’s not just about filling a role. It’s about advancing a mission, supporting transparency, and strengthening entire communities. Specialized firms working in this space understand that hiring decisions can affect internal teams and entire communities. The approach must be strategic, thoughtful, and rooted in values.

Complexity, Compliance, and Transparency

Public sector hiring is shaped by legal requirements, public scrutiny, and strict documentation standards. Every stage of the process must be clear, traceable, and inclusive. From open meeting laws to diversity mandates, there is no room for shortcuts. Recruiters who succeed in this environment are those who can manage the fine balance between compliance and progress.

With the right experience, recruiters can streamline these complex processes while maintaining the integrity and fairness that public organizations demand.

Mission, Motivation, and Stakeholder Alignment

Public sector roles are driven by service rather than profit. Candidates must be evaluated not only on skills but also on their motivation to contribute to a broader mission. These roles are often high-profile and involve input from a wide range of stakeholders, including elected officials, unions, employees, and the public.

A strong recruiter knows how to assess a candidate’s ability to engage with these groups while upholding the values of the institution. The goal is to ensure each placement reflects both the needs of the organization and the expectations of the community it serves.

Long-Term Thinking and Cultural Fit

In the public sector, hiring decisions often have long-term consequences. It’s not just about filling a position but building continuity, fostering leadership, and preserving organizational culture. Recruiters must consider how candidates will grow within the structure, adapt to evolving challenges, and maintain credibility over time. When hiring is done with this mindset, the result is a successful placement and a stronger, more resilient organization.

National Public Health Week 2025: Investing in the Talent Powering Our Public Health Systems

At Berkeley Search Consultants (BSC), we believe that great healthcare starts with great people. As we mark National Public Health Week 2025, we celebrate the extraordinary individuals who keep our public health systems running — and we take this opportunity to highlight one of the field’s most pressing priorities: attracting, developing, and retaining talent in Public Health.

This year’s observance comes at a critical moment. Public Health Departments are navigating growing needs, workforce shortages, fast-moving technological transformation, uncertain futures due to a rapidly changing political climate, and increased public scrutiny. The Public Health workforce is feeling the impact. Many departments continue to experience burnout and high turnover, and many leaders are expressing an interest in leaving for the private sector, where they may be able to find higher paying positions and a different environment.

From clinical staff and program managers to executives, the sustainability and success of Public Health depends on a strong, mission-driven workforce. BSC has spent decades supporting Public Health and nonprofit healthcare institutions in identifying and securing the talent they need to serve their communities. Our work with health departments and health systems has given us a clear view into the evolving demands of the sector and the strategies needed to build resilient leadership pipelines.

At BSC, we’re proud to be part of this effort and play a small part in supporting the mission of public health. Our team is honored to have worked with thousands of professionals who are dedicated to positively impacting health outcomes, and we are eternally grateful to our partners in the space and their dedication to their communities. We remain committed to helping Public Health organizations find the talent they need as competition for skilled leaders and the demands on public health departments intensify— not just to survive, but to thrive.

This week, we honor those who make Public Health possible. And we reaffirm our support for the organizations working every day to build healthier, stronger communities.

Staying Vigilant: How We Responded to Fraudulent Messages Misusing Our Name

At Berkeley Search, the trust and safety of the people we interact with are of the utmost importance. Recently, we were alerted to a concerning situation involving fraudulent text messages that falsely claimed to be from our company. These messages attempted to collect personal information, including details such as age and Social Security Number (SSN).

How We Learned About the Issue
The first reports came from individuals outside of our organization who received suspicious texts appearing to represent Berkeley Search. These messages often contained vague job-related language and asked recipients to share sensitive personal information. Thankfully, a few vigilant recipients took the extra step to contact us directly, raising the alarm.

Our Immediate Response
Upon receiving the first reports, we took the following steps:

Internal Review: We conducted a prompt internal audit to confirm that no part of our team or software (CRM, ATS) were involved in the dissemination of these messages. We verified that our databases and communications platforms remain secure and uncompromised.
Public Communication: We published a notice on our website and LinkedIn to inform visitors of the situation. Our message clearly states that Berkeley Search will never ask for personal information such as age or SSN via text message or any unsecured platform.
Reporting Channel: We encouraged anyone who received these fraudulent texts to forward the messages to us at info@berkeleysearch.com and to mark them as spam through their mobile providers. This helps reduce the reach of these scams and protects others from falling victim.
Ongoing Monitoring: We continue to monitor for additional reports and work closely with SRA.

Unfortunately, these fraudulent messages are being sent from various unrelated mobile numbers, often through temporary or masked phone services. This makes it extremely difficult—if not impossible—to identify or block the source directly. These numbers change frequently, which limits the effectiveness of traditional takedown or reporting efforts.

While we are doing all we can to track the issue and report it to relevant authorities, we also recognize that some level of risk may persist. That’s why awareness and prevention are key.

A Note to Our Community
We want to reassure our clients, candidates, and partners that safeguarding your privacy and security is a top priority. We are deeply grateful to those who brought these messages to our attention, and we encourage continued vigilance.

If you ever have doubts about a message claiming to be from us, please don’t hesitate to reach out directly. We are always here to clarify and support.

Thank you for your continued trust.
— The Berkeley Search Team

Navigating the Leap: Shifting from a Business Banker to a Middle Market Relationship Manager

Positioning oneself for career advancement in the fast-paced commercial banking industry requires a strategic mindset, unwavering determination, and an ambitious spirit. If you are a Business Banker aspiring to transition into the role of a Middle Market Relationship Manager, you are likely seeking increased influence, a larger client portfolio, and a broader spectrum of responsibilities. This article elucidates three pivotal strategies that can propel you from the role of a Business Banker to a successful Middle Market Relationship Manager.

Deepen Your Knowledge, Foster Relationships, and Business Insight

To start, it’s essential to deepen your understanding of the middle-market segment’s unique financial needs, risk management strategies, and growth drivers. You can achieve this by keeping abreast of industry trends through comprehensive research via financial magazines, business journals, and firm reports. Supplement this knowledge by partaking in industry-specific conferences, seminars, and online courses, with a focus on areas like credit analysis, commercial lending, and relationship management. These not only offer valuable educational content but also open avenues for networking with industry leaders.

Networking is vital for success in the middle-market segment, as it relies heavily on fostering and nurturing relationships. As a Business Banker transitioning into this role, you should actively expand your network to include key decision-makers in larger organizations. Participating in industry-specific events, joining professional organizations, and seeking mentorship from experienced Middle Market Relationship Managers can expedite this process. Furthermore, leveraging your existing client base to identify potential middle-market prospects will demonstrate your proactive approach and commitment to supporting your clients’ growth journeys.

Lastly, thriving in this role requires the ability to exhibit strong financial acumen and a deep understanding of your clients’ businesses. This involves dissecting financial statements to identify trends, understanding the financial metrics critical to middle-market businesses, and being aware of macroeconomic factors and market dynamics that could impact them. Comprehending the potential of emerging technologies and developing a robust business acuity to understand your clients’ business models and industry-specific challenges are also important. By doing so, you position yourself as a strategic partner capable of translating complex financial data into actionable strategic insights, thereby delivering high-value guidance and advice.

Pursue Relevant Credentials

To further bolster your transition, consider acquiring credentials that are relevant to the Middle Market Relationship Manager role. Certifications like Certified Financial Services Auditor (CFSA), Certified Bank Auditor (CBA), or Certified Commercial Investment Member (CCIM) can provide a competitive edge by showcasing your commitment to the field and specialized knowledge.

While not always necessary, these certifications can open doors in highly competitive markets. Earning these credentials often requires an investment of time and resources but can be a worthwhile endeavor aligning with your career aspirations and the demands of your targeted role.

Conclusion

The transition from a Business Banker to a Middle Market Relationship Manager marks an exciting evolution in your career. It necessitates strategic planning, an unwavering dedication, and a lifelong learning mindset. By deepening your knowledge and skillset, building strong relationships, demonstrating financial acumen and business insight, and possibly earning relevant credentials, you can set yourself up for a successful transition.

Remember, the Middle Market Relationship Manager role is about adding value and providing strategic guidance to your clients. It requires understanding their unique needs, identifying trends early, and helping businesses navigate the complexities of the middle market. With focus, patience, and the right strategies, this rewarding career path can be yours.

So, embark on this journey with an open mind, be receptive to new learning opportunities, and let your passion for banking and commercial relationships be your guide. Your success in this career transition depends not only on your knowledge but also on the relationships you build, the trust you earn, and the value you deliver to your clients in the middle market segment.