New Opportunity: Chief Executive Officer
CHIEF EXECUTIVE OFFICER
ABOUT SKUTT
Based in Portland, Oregon, Skutt is the leading manufacturer of kilns and pottery wheels in North America. With the help of over 85 employees, Skutt is committed to building the highest quality products serving schools, hobby and production potters.
Skutt ensures the highest level of product quality by investing in its people, equipment and lean manufacturing processes.
- Skutt firmly believes that happy employees translate into happy customers. Many of Skutt’s team members have been with the company for over 10 years.
- The equipment used to make heating elements, transform bricks, and build controllers leads the industry in innovation and performance. Skutt knows that great equipment translates into fewer problems and happy customers.
- Skutt is always striving to give customers more value and better quality which is why all team members (office and plant) have been trained in lean manufacturing practices.
Skutt is a family-owned business but is transitioning the leadership of the company to professional executives. Based on this, Skutt is looking for a CEO to continue the legacy in its next chapter of success.
HISTORY
In 1953 father/son team, Ralph and Neil Skutt, manufactured the industry’s first multi-sided hobby kiln in Olympia, Washington under the name “Skutt & Son”. The introduction of this new lightweight design revolutionized not just the ceramic kiln business but the whole ceramic industry by bringing ceramics to the home.
A lot has changed over the last 70+ years. Kiln companies have come and gone, new clay bodies and glazes are constantly being developed that demand greater firing precision, and automatic controllers are quickly replacing the once cutting edge KilnSitter. Throughout the years, Skutt has continued to work hard to meet the changing needs of its customers, but one thing that has remained constant is their fierce dedication to manufacturing quality products and providing outstanding customer service.
THE OPPORTUNITY
Reporting directly to the Board of Directors, the CEO will be responsible for developing and implementing strategic initiatives, driving operational excellence, and fostering a culture of human development, collaboration, and respect. This role will manage the long-term success of the Company and will work closely with the Board of Directors, senior management team, and external stakeholders to ensure the company’s continued success and profitability.
ESSENTIAL DUTIES
- Assist in the development of, and then execute, the company’s vision, mission, and strategic business plan.
- Collaborate with the Board of Directors to align company goals and strategies.
- Inspire, mentor, and lead the senior management team and employee team members.
- Establish long-term goals to maintain Skutt’s position as a market leader.
- Identify opportunities for alliances, mergers, partnerships, and investment opportunities.
- Monitor financial performance and implement strategies to achieve revenue and profitability targets.
- Expand the company’s market share through targeted sales and marketing initiatives.
- Build strong relationships with customers, distributors, and industry partners.
- Represent the company at industry events and conferences.
- Foster a positive, inclusive, and high-performance workplace culture.
- Champion professional development and retention initiatives.
- Manage risks effectively and maintain a strong reputation for integrity.
- Oversee daily operations and ensure efficiency and effectiveness across all departments.
- Ensure optimized manufacturing processes and supply chain management to meet quality and delivery standards.
- Ensure compliance with local, state, and federal regulations, and company policies, procedures, and compliance programs.
- Work with marketing teams on SKUTT branding, advertising, and marketing campaigns.
- Maintain knowledge of trends, developments, new technologies, and market conditions relevant to the division and industry.
- Work with customers/distributors and sales teams on contracts, actively assisting with negotiations.
- Provide constructive and timely performance evaluations.
KNOWLEDGE, SKILLS, & ABILITIES
- COMMUNICATION: Effectively convey information and ideas through written, verbal, and non-verbal means.
- RELATIONSHIP BUILDING: Establish and maintain positive relationships with colleagues, customers, and stakeholders.
- PLANNING AND ORGANIZATION: Develop and implement plans, set priorities, and manage resources to achieve goals.
- RISK MANAGEMENT: Identify, assess, and mitigate risks to the organization.
- ANALYTICAL: Analyze data, information, and assess situations to make informed decisions or recommendations.
- INDUSTRY TRENDS: Build awareness and stay current on emerging trends, products, technologies, and best practices in the industry.
- STRATEGIC: Analyze the business and make decisions to drive long-term goals and objectives.
- BUSINESS INTELLIGENCE: Collect, analyze, and interpret data to provide actionable insights for business decision making.
- CONFLICT MANAGEMENT: Identify, address, and resolve conflicts in a constructive manner to achieve positive outcomes.
- DELEGATION: Assign tasks and responsibilities to others and hold them accountable for their performance.
QUALIFICATIONS
- 10+ years of related experience in senior level leadership roles.
- Previous experience in product or manufacturing companies is preferred.
- Strong team leader and organizational skills with the added ability to take initiative.
- Highly organized, accurate, detail and multi-task oriented.
- Strong verbal and written communication skills.
- Bachelor’s degree is required. Master’s degree is preferred.
Interested in Learning More?
180one has been retained by Skutt Ceramic Products to conduct this search. If interested in learning more about the opportunity, please contact Rochelle Fleischer at rochelle@180one.com / 503.699.0184
Corporate Development Manager About the Company Impel is a family of companies that offer comprehensive flow management solutions in partnership with each other and the best manufacturers in the world. Each of Impels branches represent individual brand cultures and span the West Coast. Impel serves customers in water, wastewater, agriculture, industrial, manufacturing, energy and mining. Impel was founded in 2021 with a vision to build a “one-stop shop” to serve municipal and industrial fluid management needs by acquiring complementary capabilities in contiguous geographies. The platform launched with the first acquisition of PumpTech , a premier distributor of high-quality pumping products and systems serving the Pacific Northwest. Subsequent acquisitions have grown Impel to over ten fluid management companies throughout the US. Impel is backed by Pike Street Capital , a private equity firm based in Seattle, WA. Recently, Pike Street successfully raised capital to fund additional acquisitions. Impel is actively pursuing growth opportunities and remains focused on acquiring and partnering with family-owned and operated companies in the sector. About the Role This is a key position managing the acquisition process within Impel. You will participate in all aspects of the investment process including industry/market research, deal origination, strategy and execution, and relationship building with acquisition target owners, executives, investment bankers and other intermediaries. This is a great role if you’re looking to own the deal process and progress your skillset as a deal professional. This role will give you deep insight into the entire acquisition process while closing multiple deals a year. We are a fairly lean team and believe in cross functional work so come with a growth mindset and you will develop a skillset across each business function; Our team believes in developing our team members. Primary Responsibilities Perform company analysis, including initial screenings, financial modeling and valuation, due diligence, consultation with external advisors, and preparation of materials for internal investment meetings. Responsible for M&A project management processes to include, but not limited to, valuations, letters of intent, due diligence analysis, financial planning, and business case development. Analysis of risks and opportunities of M&A activities, translate this into fact-based and well-reasoned insights on the valuation and structural impact of various acquisitions. Drive market research and strategic fit analysis. Conduct research on prospective sector opportunities and market trends and develop and present data-based opinions to inform decision-making and price transactions. Participate on deal teams to help structure and execute transactions, including coordinating the deal process and legal and transactional documentation. Special projects working directly with C suite, functional leads, and regional vice presidents. Qualifications 2-6 years experience in private equity, consulting, financial DD/QoE, investment banking, accounting, or corporate M&A Exposure to other diligence areas including commercial, operational, market sizing, risk analysis, customer and supplier, agreement review, etc. Excel and PowerPoint expertise Value oriented Strong communication skills Commitment to high professional standards Credentials: CPA preferred Interested in Learning More? 180one is a retained search firm and has been engaged by Impel to manage this search. If interested in learning more about the opportunity, please contact Tom Haley /503.334.1350/ tom@180one.com
Long Term Incentive Plans (LTIPs) and Why to Implement Executive compensation is a nuanced and multifaceted subject that involves a delicate balance between rewarding top talent and aligning their interests with the long-term success of the organization. Typically, executive pay packages consist of three primary components: base salary, annual bonuses, and long-term incentive plans (LTIPs). While base salary and annual bonuses have historically been the most visible and commonly discussed elements of executive compensation, LTIPs are increasingly being recognized as the third and arguably most important leg of the stool. LTIPs serve as a tool for aligning the goals of executives with those of the company over the long term, offering rewards that are tied to the sustained growth and profitability of the organization. As businesses evolve and face growing challenges, LTIPs have become a central component in shaping how executives are compensated, ensuring they remain focused on creating long-term shareholder value. Over the past 75 years, LTIPs have been a common feature in public companies, where stock options, performance shares, and other equity-based incentives align executives with shareholder interests. It hasn’t been until the past couple of decades that private companies have implemented LTIPs to align executives' interests with the long-term success of the company, but also almost out of necessity to compete for the same talent who might already possess an LTIP as part of their compensation. What Are Long-Term Incentive Plans (LTIPs)? Long-Term Incentive Plans (LTIPs) are compensation structures designed to reward executives for achieving long-term business goals. Unlike annual bonuses, which are typically tied to short-term financial metrics, LTIPs are structured to reward performance over a longer time horizon—usually three to five years or more. The primary purpose of LTIPs is to ensure that executives are motivated to focus on sustainable growth, value creation, and the long-term health of the company. The Factors Driving the Adoption of LTIPs in Private Companies According to a survey by WorldatWork, approximately 63% of private companies are using LTIPs as a means of rewarding executives and aligning their interests with the company’s long-term success. Several factors have contributed to the rise in popularity of LTIPs in private companies, ranging from the quest for competitive advantage to changes in organizational dynamics and evolving employee expectations. But the following reasons might shed additional insight: Companies with LTIPs Have 30% Higher Revenue Growth: Research by the National Center for Employee Ownership (NCEO) found that companies that implement equity-based LTIPs experience 30% higher revenue growth compared to those that do not. The statistic underscores the positive impact of LTIPs on a company’s overall performance, as they drive executive focus on achieving goals that lead to sustained revenue growth, innovation, and market expansion. 91% of Executives in Private Companies Cite LTIPs as Key to Retention: A survey by Korn Ferry found that 91% of executives in privately held companies consider LTIPs an essential factor in their decision to stay with the company. The statistics demonstrate the significant role LTIPs play in retaining key talent, ensuring that executives are motivated to stay with the company over the long term. By offering equity-based compensation, companies can reduce turnover and keep their leadership team focused on long-term objectives. Companies With LTIPs Are 50% More Likely to Meet Exit Targets: According to a report by Bain & Company, private companies that implement LTIPs are 50% more likely to meet or exceed their exit targets during mergers, acquisitions, or initial public offerings (IPOs). By aligning executives' interests with long-term value creation, LTIPs motivate leadership to work toward achieving the performance metrics that will maximize the company’s value at the time of sale or public offering. Transitioning Ownership and Succession Planning: For family-owned businesses or privately held companies with a significant ownership stake held by a small group, succession planning is another critical factor in the decision to adopt LTIPs. As the company grows and the leadership team evolves, there may be a need to transition ownership to new management. LTIPs can help retain key executives during this period of change, providing financial incentives that keep the team focused on the company’s long-term growth even during periods of uncertainty. As businesses strive to remain competitive and evolve in an increasingly dynamic marketplace, the adoption of LTIPs has evolved as a key driver for optimizing performance. No longer limited to public companies; private companies have increasingly recognized the benefit and need for these compensation structures. Perhaps adding these 4 simple letters (L-T-I-P) to a company’s compensation program could be the difference maker that they’ve been looking for.
Assistant General Counsel With roots going back to the 1960’s, Forest City Trading Group (FCTG), may have started as a small lumber yard run by two immigrant brothers, but has since grown into North America’s largest wholesale lumber product distributor. FCTG facilitates the distribution of products across 6 continents through our network of 12 operating companies and over 800 employees. The company’s impact is far-reaching, especially when considering that one in every ten houses today is built using products sourced and sold by our operating companies. As proponents of forest sustainability, FCTG actively supports suppliers who use sustainable forest management practices that promote forest sustainability and result in long-term environmental, social, and economic benefits. Due to significant growth over the last decade, and expecting strong growth in years to come, FCTG is adding an Assistant General Counsel to their legal team to support growth and help scale the business. Position Overview Forest City Trading Group is seeking a highly motivated and skilled Assistant General Counsel to report directly to, and support, the General Counsel and assist in managing the company's legal operations. The ideal candidate will have strong legal expertise, excellent communication skills, and the ability to collaborate effectively across different business units. This position offers an exciting opportunity to be a part of a dynamic team while contributing to the growth and success of the company. Key Responsibilities Provide legal support to the General Counsel on a variety of corporate, commercial, regulatory, and operational matters. Assist in the company's legal department operations, including document management, contract review and negotiation, legal strategy, and corporate governance. Draft, review, and negotiate contracts, agreements, and other legal documents to ensure compliance with applicable laws and regulations. Assist with the management of corporate compliance and risk management programs, including conducting legal risk assessments and providing recommendations for mitigation. Collaborate with cross-functional teams (e.g., finance, IT, human resources, marketing, trading operations) to provide legal guidance on operational and business issues. Advise on employment law matters, including policies, employee relations, and compliance with federal and state employment laws. Handle legal research and due diligence for mergers, acquisitions, and other corporate transactions as needed. Manage outside counsel and vendors, ensuring legal matters are handled efficiently and cost-effectively. Assist with litigation and dispute resolution matters, including managing internal investigations, handling settlement negotiations, and overseeing litigation strategy. Stay updated on legal developments and regulatory changes that may impact the company’s operations and provide proactive legal solutions. Qualifications and Skills Juris Doctor (JD) degree from an accredited law school. Licensed to practice law in Oregon. Minimum of 5 years of legal experience, with preference for some experience within a corporate or in-house legal environment. Experience in corporate governance, commercial contracts, employment law, and regulatory compliance. Strong analytical skills with the ability to identify and solve complex legal problems. Excellent written and verbal communication skills. Ability to work independently, manage multiple priorities, and maintain a high level of professionalism under pressure. Strong interpersonal skills and the ability to build effective relationships with internal stakeholders at all levels of the organization. Ability to handle confidential and sensitive information with discretion. Preferred Experiences Experience supporting operational functions, such as HR, marketing, and compliance, in a corporate setting. Previous experience managing outside counsel and coordinating legal projects. Experience with construction and material supply contracts. Interested in Learning More? 180one is a retained search firm and has been engaged by Forest City Trading Group to manage this search. If interested in learning more about the opportunity, please contact Lisa Heffernan/ 971.256.3076/ lisa@180one.com
