Water Cooler wisdom

Each year, 180one presents the Year in Review, sharing our insights into the overall executive talent market and recapping the work we performed on behalf of our clients throughout the year. To explore what we saw in years’ past, check out the Year in Review section of The Water Cooler.

Each year, 180one presents the Year in Review, sharing our insights about the overall executive talent market and recapping the work we performed on behalf of our clients throughout the year. To explore what we saw in years’ past, check out the Year in Review section of The Water Cooler.

Senior Vice President of Operations ABOUT THE COMPANY A-dec is the premium leader in the dental equipment industry designing and manufacturing products that span dental chairs, lights, handpieces, furniture, air management, infection control and delivery systems found in dental offices and operatories. With over 1300 employees, and headquartered in Newberg, Oregon, A-dec’s familial culture and values have been attributed to their commitment to the Newberg community and its employees through various investments and programs. ABOUT THE POSITION The Senior Vice President of Operations is responsible for leading A-dec’s Manufacturing, supply chain, and planning functions to create a competitive advantage for the company for both existing and new products. Leading a team of Directors and Managers, this position ensures the continuing advancement of quality performance, cost effectiveness and safety of the manufacturing function while developing new ways to improve the service level for customers and meet the financial objectives of the organization. The Senior Vice President of Operations manages the manufacturing, supply chain and planning functions to ensure continuous improvement, employee engagement and talent development. DUTIES & RESPONSIBILITIES Participate as an active member of the executive leadership team providing the vision, leadership, and roadmap necessary to achieve the company’s strategic initiatives consistently and predictably. Define and communicate the vision for Manufacturing and visibly champion current and long- range objectives or programs to ensure successful implementation. Develop annual Manufacturing objectives and ensure tactical plans are executed throughout operations along with aligning metrics, employee goals, and visual dashboards to ensure business objectives are met within operational and regulatory boundaries. Define the skill sets and training programs required to produce increasingly complex products and maintain an effective talent base across the manufacturing, supply chain, and planning teams. Define and establish staff planning parameters necessary for effective operation of Manufacturing processes to include shift schedules, staffing levels, overtime limits, temporary employee ratios, etc. Provide direction, leadership and guidance to ensure relentless focus on delivering results and engage and empower team members to create a culture of safety, quality, continuous improvement, and personal development. Lead the development and implementation of the Manufacturing expense and capital expenditure budgets. Oversee the Manufacturing capacity plan and optimize utilization across Manufacturing while ensuring the production plan is achieved and meets the sales forecast in a timely manner. Lead Manufacturing Engineering in the transformation and optimization of Manufacturing areas to maximize quality, safety and operational efficiency. Lead the Supply Chain team on Production Planning and supply chain requirements to meet customer demands. Collaborate with cross-functional development teams to continuously achieve successful implementation of new or improved manufacturing systems and ensure utilization of capable, cost-effective production processes for manufacturing operations. Partner with Product Development and New Product Introduction (NPI) teams to ensure new product and innovation projects are executed as planned implementing manufacturing processes and testing to proactively resolve identified process capability conflicts. Work collaboratively across the broader organization to leverage corporate resources and align Manufacturing with top level initiatives. Mentor and coach talent across the business to ensure the organization is developing a pool of operational leaders. MINIMUM QUALIFICATIONS KNOWLEDGE, SKILLS AND ABILITIES Ability to create and communicate vision as well as understand the big picture and translate to application Ability to proactively identify, anticipate and resolve problems and be comfortable relying on instincts to make decisions Ability to work cross functionally with all levels of the organization Ability to motivate and engage the workforce, create effective teams and build peer relationships Ability to create and implement strategies Ability to initiate self-development Comprehensive knowledge of quality management systems/ISO, lean manufacturing, and the product development process Advanced oral and written communication skills with public speaking experience EDUCATION AND EXPERIENCE Bachelor’s degree in business or engineering along with relevant work experience required, MBA or M.S. in related field preferred At least 15 years of progressive leadership experience with 5+ years in a senior leadership position managing a similar scope and sized operations and manufacturing team. Experience in strategic planning for organizations of similar size and/or scope as well as managing the vision and purpose of a division and or business segment of an organization Strong project management experience Experience in mergers and acquisitions preferred Experience managing a vertically integrated operation preferred Experience leading corporate-wide projects or initiatives Medical device industry / dental or medical device fields experience preferred Experienced in establishing partnerships with other companies and external organizations preferred Interested in Learning More? 180one is a retained search firm and has been engaged by A-dec to manage this search. If interested in learning more about the opportunity, please contact Tom Haley / 503-334-1350 / tom@180one.com

We are pleased to announce we have recently been recognized as one of Oregon’s Most Admired Companies. The Portland Business Journal sent a survey to some 3000 CEO level executives asking them what companies they most admire in 10 different categories. 180one was selected as a finalist in the Recruiting/Consulting category and invited to attend the awards ceremony, where we stood out with the 9 th place spot. It was a great event to be honored at, and share the moment with our clients who were also recognized in the Top 10 of their respective categories such as A-dec, Hyphn, Salt & Straw, Leatherman, Columbia Sportswear, and R&H Construction.  When we started 180one in 2007, our main mission was to help Portland businesses grow and thrive by providing them the access to the executive-level talent they deserve. And do it in a way that allows us to truly partner with our clients and build relationships with them outside of any of the searches they engage us on – since we work and live in the same community as our clients. 17 years later, to be recognized today as a Most Admired Company by our clients is a testament to our team’s professionalism, how they’ve partnered with our clients, and the work they’ve performed on our clients’ behalf. Thank you to our clients for your support over the past 17 years, and we look forward to being your search partner in the years to come.

180one is pleased to announce our recent partnership with VSG and the resulting placement of their new Vice President of Sales and Business Development! Dover’s Vehicle Service Group is the global leader in designing and manufacturing vehicle service, collision and automotive OEM equipment. It is one of the founding companies of Dover Corporation, an eight billion dollar diversified global manufacturer. VSG consists of fifteen leading vehicle lifting brands (Rotary, Forward, Blitz, Ravaglioli etc.), collision repair (Chief), wheel services, diagnostics (Butler, Rotary, Chief and Ravaglioli) and tier-one automotive brands (WARN Automotive) with operations worldwide, including regional business operation centers and large manufacturing facilities in the U.S., Europe and Asia. Congratulations to VSG!

We are excited to announce our recent collaboration with Firestone Pacific Foods, resulting in the placement of their new Chief Financial Officer! Firestone Pacific Foods (FPF) is a top-tier, efficient processor of frozen fruit that has earned a strong reputation in the market for quality and food safety. FPF has sales relationships with leading US and international food retailers and US food service companies. Agriculture Capital Fund II, an impact investment fund, acquired FPF in the fall of 2019 as part of its strategy to build out a low cost, vertically integrated supply chain of high quality, organic blueberries operating at scale to address growing global demand for this nutritious fruit. Together, FPF and Agriculture Capital seek to provide customers with product traceability back to the farm and a vehicle for creating and capturing value from Agriculture Capital’s regenerative agronomic practices. Congratulations to Firestone Pacific Foods, and the 180one Search Team on a successful executive placement!

Ever wonder what the true impact of the abrupt adoption of remote work had on productivity? What’s the real impact of remote work on productivity? Prior to the COVID-19 pandemic, the majority of U.S. workers operated under traditional office-based arrangements. According to the U.S. Bureau of Labor Statistics (BLS), in 2019, only 24% of U.S. workers had access to flexible work arrangements such as telecommuting, and just 7% of employees worked remotely on a full-time basis. By May of 2020, 42% of the U.S. workforce was working from home full-time. This was a massive shift from pre-pandemic numbers, highlighting the widespread adoption of remote work in a short period of time. But now in 2024, we are seeing industry leading companies mandate a return to the office for its employees. Amazon, one of the largest employers in the U.S., has recently made headlines with its decision to require a return to the office for many of its corporate employees. The company, which had embraced remote work during the peak of the pandemic, has now adopted a more structured approach to in-office work. This policy shift aligns with a broader trend among tech companies such as Google, Apple, and Meta where there is a growing recognition of the benefits of in-person work. Amazon has stated that its return-to-office policy is designed to "reinforce its innovation culture," which relies heavily on team interaction, cross-department collaboration, and rapid decision-making. Additionally, the company has indicated that employees who do not comply with the new policy may face the risk of being moved to other roles or being let go, emphasizing the company's commitment to this change. So what does Amazon know that other organizations don’t about having employees in the office? Are they more productive? An interesting study published by the US Bureau of Labor Statistics sheds some insight into this question and we’ve summarized the findings in our “Readers Digest” recap. A Surge in Remote Work Across Industries Remote work grew rapidly across industries between 2019 and 2021, with substantial gains in sectors like professional services, finance, and information technology. According to data from the American Community Survey (ACS), industries such as professional, scientific, and technical services saw a dramatic increase in remote work, with over 39% of their workforce working from home in 2021, compared to less than 17% in 2019. The surge in remote work was not limited to a few sectors. By 2021, over 40% of workers in multiple industries, including insurance, securities, and publishing, transitioned to working from home. The ACS data helps to map out these shifts, demonstrating that more industries were able to embrace remote work during the pandemic than ever before, driven by necessity and technological advancements. Productivity: A Complex Relationship The link between remote work and productivity remains nuanced, with findings varying depending on the method of analysis. Randomized experiments within companies show a slight increase in individual productivity due to remote work, evidenced by higher output in metrics such as emails sent or video calls made. Some studies also found that remote work improved job satisfaction, which could reduce turnover rates and save businesses the costs associated with hiring and training new employees. However, at an aggregate level, studies examining economic performance across industries show mixed results. Research by Fernald et al. (2024) found little correlation between labor productivity and the ability to work remotely, suggesting that remote work did not drastically impact overall productivity across sectors. Yet, when examining the period from 2019 to 2022, a positive relationship emerged between the rise in remote work and Total Factor Productivity (TFP), which measures the efficiency of all inputs used in production. This correlation indicates that, while remote work did not cause a significant productivity spike, it may have had a stabilizing effect on industry-level productivity during the pandemic. The Economic Implications of Remote Work The transition to remote work during the COVID-19 pandemic brought about mixed results in terms of productivity. While productivity growth was not uniform across all industries, data suggests that the rise in remote work had a generally positive effect on productivity growth from 2019 to 2022. Particularly, remote work led to significant savings in office-related costs and more efficient business operations. Despite these gains, workers did not see a corresponding increase in compensation, though they did benefit from improved work-life balance. To Be (productive) or Not to Be (productive) – That is the Question Overall, while the productivity gains from remote work were evident, they were more apparent at the industry level, with businesses benefiting from lower non-labor input costs. Whether remote work remains a long-term productivity driver will depend on future management practices, technological advancements, and worker preferences, but the pandemic has certainly set the stage for more flexible work arrangements in the years to come.

180one is thrilled to announce the recent collaboration with Instrument, culminating in the successful placement of a new Chief Financial Officer! Instrument is a creative technology company headquartered in Portland, Oregon consisting of 300 talented people focused on redefining brands and experiences. Our teams push the boundaries of design, technology, and innovation for some of the world’s leading brands such as Google, Amazon, Spotify, and Nike. We are a collaborative partner to businesses seeking transformation and growth. We concept, design, and deliver best-in-class products, marketing, and brands. Congratulations to Instrument!

Business Development Manager ABOUT PAPÉ At Papé, our roots reach back to 1938 when our founder acquired his first capital equipment dealership in Oregon’s Willamette Valley. With 4,500 employees working in 160+ locations across 9 western states, Papé has become the West’s leading supplier of capital equipment, representing brands such as John Deere, Kenworth, Hyster, Ditch Witch and many other top-tier brands. Now, four generations strong, the value of an honest handshake and a square deal continue to drive our success and that of our customers. It’s a promise E.C. Papé made 86 years ago – a commitment we intend to keep. ABOUT PACIFIC CLEAN FUELS Strategic to their core business and customers, Papé has launched a new clean fuels business unit – Pacific Clean Fuels (PCF), which stands as a testament to The Papé Group’s commitment to meeting evolving customer needs. PCF is dedicated to providing Papé and its customers with electric and hydrogen (H2) fuels, aligning with the changing landscape of clean transportation. Papé is positioning itself to thrive in accelerating their energy transition, creating value for their brand, their customers, and the environment. ABOUT THE POSITION Supporting the Director of Alternative Energy & Infrastructure, the Business Development Manager is a newly created position that will be responsible for developing and executing the sales process that includes executing lead generation/prospecting, developing sales proposals, financial models, and conducting analysis as needed to drive forward and close sales negotiations that will ensure the growth and success of Pacific Clean Fuels. This role will require creative problem solving, coordination, stakeholder engagement, and proactive communication. This role requires the ability to assess, design and communicate complex concepts and model results related to the energy industry, transportation, and heavy equipment markets that meet the needs of PCF, The Papé Group, Papé Operating Companies, and most importantly, our customers. RESPONSIBILITIES Some of the key responsibilities of this role include, but are not limited to the following: Sales Strategy Development : Lead the commercialization of commodity and service offerings for PCF. Create and execute a comprehensive sales strategy to promote and expand the company’s hydrogen fuel products and services to new clients across a variety of industries. Thought Leadership & Industry Engagement : Represent the company at industry events, conferences, and trade shows. Stay informed on industry trends, regulatory developments, and technological advancements in hydrogen fuel. Lead Generation and Prospecting : Identify and target new business opportunities, conduct market research, and generate leads in potential markets for hydrogen fuel solutions. Actively engage with key decision-makers and stakeholders. Develop full supply chain solutions with customers to support the adoption of hydrogen fuel and fuel cell vehicles and other end uses, in collaboration with Papé Kenworth Zero Emission Vehicles and other Papé operating company sales teams. Pipeline Development : Develop CRM-based pipeline of customer opportunities, timelines, and requirements to move forward to prioritize development activities, production offtake, and to support revenue projections. Market Analysis : Continuously monitor market trends, customer needs, competitor activities, and industry developments. Adjust sales strategies to stay ahead of market demands and identify new opportunities for growth. Proposal & Negotiation : Lead the development of customer-centric proposals, presentations, and product demonstrations for potential clients. Negotiate contracts and agreements to secure profitable deals that are technically feasible and economically attractive. Collaborative Teamwork : Partner with Papé Operating companies’ teams and develop customer relationships to help unlock both vehicle sales and hydrogen commodity and service offerings at scale. Work collaboratively across the Papé organization to ensure alignment between client requirements, product offerings, and market positioning. Sales Targets & Reporting : Meet and exceed sales targets, providing regular updates on sales performance, pipeline, and forecasts to senior leadership. QUALIFICATIONS Experience: 5 years of business development, sales, account management, or origination experience. Preference for experience in the energy, clean-tech, or renewable energy sector with a focus on hydrogen or alternative energy solutions. Education : Bachelor’s degree is required. Master’s degree, relevant certifications, or proven industry experience in energy management or renewable energy is a plus. Knowledge: Preference for an in-depth understanding of hydrogen fuel technologies, including production, storage, distribution methods, as well as the commercial applications of hydrogen across a wide variety of industries including transportation, power generation, and industrial processes. PERSONAL ATTRIBUTES Must be a team player and able to work in a fast paced, ever-changing environment. Excellent communication skills, both oral and written, are required. Self-starter with the ability to work independently and as part of a collaborative team in a fast paced and fluid environment. Ability to build trust and rapport with clients and stakeholders at all levels. Strong analytical and problem-solving skills, with the ability to identify innovative solutions for client challenges. Passion for sustainability and the energy transition to cleaner technologies. High proficiency in MS Excel and other MS Office programs. Familiarity with Salesforce CRM, and/or similar software tools preferred. Interested in Learning More? 180one is a retained search firm and has been engaged by Papé to manage this search. If interested in learning more about the opportunity, please contact Matt Oltmann / 971-235-6236 / matt.oltmann@180one.com

We are pleased to announce our recent partnership with Impel and the resulting placement of their new Chief Operations Officer, Impel is a high-growth, rapidly expanding collection of small businesses. Our platform of companies includes capital equipment sales & distribution, repair & field work, manufacturing, and engineering. We are operating in 12 locations across 12 states in the Western US with new acquisitions quarterly. Impel is owned by Pike Street Capital, a growth focused PE firm out of Seattle, WA. The firm invests in middle-market companies in the industrial technology, specialty manufacturing, and distribution & logistics sectors. The Impel investment serves as a foundation from which to expand into the rapidly growing pump and related products industry. Pike Street Capital and Impel have completed 8 acquisitions since the partnership and are actively looking for additional acquisitions and other strategic partners to grow their product offering, service capability, geographic reach, and technology. Congratulations to Impel!

Ever hear from a colleague that the reason the organization is passing on a candidate who seems to have all the right skills is due to them not being a “culture fit”? In the contemporary job market, the debate over whether to prioritize cultural fit or technical skills in hiring decisions has become increasingly relevant. While aligning candidates with a company’s values is essential for long-term retention and team cohesion, research indicates that hiring for skills is equally crucial for organizational success. So before “passing on” the next candidate due to their cultural fit, here are few reasons we should shift some focus on skills rather than solely on cultural alignment. Skills Correlate with Job Performance A significant body of research supports the idea that technical skills are a better predictor of job performance than cultural fit alone. A meta-analysis conducted by the American Psychological Association revealed that cognitive ability and job-related skills are among the strongest predictors of an employee’s effectiveness in their role. Specifically, the study found that cognitive ability tests can predict job performance with a correlation of 0.51, which is substantial compared to the lower correlations typically associated with cultural fit. This evidence suggests that while cultural alignment is important, it should not overshadow the necessity for candidates to possess the specific skills required to perform effectively in their roles. Hiring decisions that prioritize skills can lead to enhanced productivity and better overall performance within teams. Divergent Thought Fuels Innovation Prioritizing cultural fit can inadvertently create a homogenous workforce, which limits diversity of thought and inhibits innovation. According to research from McKinsey & Company, diverse teams are 35% more likely to outperform their peers in terms of financial performance. A study published in the Harvard Business Review found that teams that encourage diverse opinions and constructive conflict are more likely to achieve better outcomes. Moreover, hiring solely for culture can lead to the phenomenon of "groupthink," where team members conform to the prevailing opinions and ideas, stifling creativity and preventing necessary change. Encouraging a culture of openness to different ideas can ultimately drive business success. Hiring for skills allows organizations to cultivate diverse teams that challenge the status quo and drive innovation. By embracing candidates with varying experiences and viewpoints, companies can foster an environment where creativity thrives, leading to improved problem-solving and adaptability in a rapidly changing marketplace. Adaptability in a Changing Workforce The modern workforce is evolving, with rapid technological advancements changing the skill sets required for many roles. Research from the World Economic Forum emphasizes the importance of upskilling and reskilling, predicting that by 2025, 85 million jobs may be displaced by a shift in labor between humans and machines. In this context, hiring for skills becomes critical, as organizations must adapt to changing demands and ensure their employees possess the necessary capabilities to thrive.  While hiring for cultural fit has its advantages, prioritizing skills is essential for organizations seeking to enhance performance, foster innovation, and adapt to an ever-changing workforce. Research consistently shows that skills are a stronger predictor of job performance and that diverse teams generate better outcomes. By adopting a more balanced approach that values both skills and cultural fit, companies can build a robust workforce capable of driving long-term success in a competitive landscape.

Vice President, Aftermarket ABOUT THE COMPANY Dover’s Vehicle Service Group is the global leader in designing and manufacturing vehicle service, collision and automotive OEM equipment. It is one of the founding companies of Dover Corporation, an eight billion dollar diversified global manufacturer. VSG consists of fifteen leading vehicle lifting brands (Rotary, Forward, Blitz, Ravaglioli, etc.), collision repair (Chief), wheel services, diagnostics (Butler, Rotary, Chief and Ravaglioli) and tier-one automotive brands (WARN Automotive) with operations worldwide, including regional business operation centers and large manufacturing facilities in the U.S., Europe and Asia. ABOUT THE ROLE Responsible for developing and executing the VSG Parts and Service business strategy in the Americas. This is a critical leadership role that requires strategic thinking, operational excellence, and the ability to inspire and motivate cross-functional teams to achieve Aftermarket objectives while exceeding customer expectations. ESSENTIAL DUTIES AND RESPONSIBILITIES Develop and implement a Parts and Service strategy to increase market share and add growth opportunities by leveraging complimentary products to the existing offering’s portfolio. Create a marketing strategy for recommending parts and services to existing customers and an outlet to attract new conquest customers using the Parts and Service area of the business. Partner with internal Supply Chain teams to develop an inventory stocking and replenishment model to ensure business success. Partner with dealers to develop a shared inventory and consumption model with clear visibility of parts supply in addition to developing incentives to drive the right behaviors. Stay current with industry and market trends and apply learnings to the VSG Aftermarket strategy. Create detailed budgets and forecasts, including annual sales and profitability targets to meet business and company financial and growth goals. Track and report internal progress to targets, utilizing technology and automation to reduce errors and administrative burden. Direct and coordinate activities relating to part quotations, including ensuring e-commerce ease of use. Developing innovative techniques for recommending parts and services to customers that generate incremental sales. Appraise existing offerings compared to competitors in terms of price, specifications, and delivery model and recommending changes in sales techniques, process design, or other procedures as necessary to achieve goals. Communicate regularly with internal functional teams including Operations, Service, Training, and Sales to effectively manage and grow and develop the parts and service processes. Motivate and inspire a team to achieve company goals and foster an environment of personal development and leadership growth opportunities. CRITICAL SHORT-TERM OBJECTIVES Develop and implement the Aftermarket structure and business strategy that: Expand parts and service market share. Improve supplier and customer network capabilities. Create higher levels of customer satisfaction and loyalty. Generate growth and expansion of the business into a new segment. Access and align internal resources needed to execute the enhanced Aftermarket business strategy. OVERALL QUALIFICATIONS – Skills and Experience Deep understanding of Parts and Service market in the Americas. Minimum of 10 years of progressive experience with parts and service delivery models. Proven track record of successfully transforming parts and service organizations to improve efficiency, productivity, and profitability. Strong leadership skills with the ability to inspire and motivate cross-functional teams. Excellent analytical and problem-solving skills, with the ability to identify root causes and implement effective corrective actions. Strong communication skills, both written and verbal, with the ability to effectively communicate complex concepts to diverse audiences. Demonstrated ability to work in a fast-paced, dynamic environment and adapt to changing priorities within all levels of the organization. KEY DOVER COMPETENCIES Customer Impact : Creates value for customers addressing known and unknown needs. Knows and understands all aspects of the global market, including: economics (regulatory issues, corporate compliance, etc.), products and services, channels, the customers and their end-markets. Strategic Mindset : Has understanding of global industry or market; creates breakthrough strategies that alter the competitive dynamics in a market, and establishes a series of competitive advantages yielding profitability that exceeds expectations for the organization. Results Driven : Produces results that exceed Dover’s strategic objectives via a combination of planning and implementation, while living the Dover Values. Strong Business Acumen and Sound Judgment : Uses instinct as well as data to accurately assess business situations and industry trends; makes timely, appropriate decisions and implements appropriate plans while living the Dover Values. Winning the Right Way : Operates with High Ethical Standards, Openness and Trust. Conducts him/herself with high ethical standards and fosters a culture in the organization to conduct business aligned with those standards. Builds and Manages Collaborative Relationships : Establishes and nurtures numerous relationships within Dover. Takes action to partner with the communities in which we operate and to be an appropriate corporate citizen. Interested in Learning More? 180one is a retained search firm and has been engaged by Vehicle Service Group to manage this search. If interested in learning more about the opportunity, please contact Rochelle Fleischer at 503.699.0184 / rochelle@180one.com 

We are pleased to announce our recent partnership with Northwest Natural Holding Company (NW Natural) and the resulting placement of their new Chief Financial Officer, Ray Kaszuba ( press release ). Northwest Natural Holding Company, (NYSE: NWN) (NW Natural Holdings), is headquartered in Portland, Oregon and has been doing business for over 160 years in the Pacific Northwest. It owns NW Natural Gas Company (NW Natural), NW Natural Renewables Holdings (NW Natural Renewables), NW Natural Water Company (NW Natural Water), and other business interests. NW Natural has a longstanding commitment to safety, environmental stewardship and the energy transition, and taking care of our employees and communities. NW Natural currently provides natural gas service to approximately 2.5 million people in more than 140 communities through more than 795,000 meters in Oregon and Southwest Washington with one of the most modern pipeline systems in the nation. NW Natural consistently leads the industry with high J.D. Power & Associates customer satisfaction scores. Congratulations to the NW Natural team on this recent placement!