When it comes to growing a successful consulting firm what you don’t do is as important (maybe even more important) than what you do.

Here’s a List of Don’ts every consulting firm President should know:

1. Don’t spend your surplus. Most firms fail for one simple reason – they run out of cash. As tempting as it may be, don’t reinvest all of your profits or blow the money on say, that shiny new Lexus you’ve had your eye on. If your goal is growth, you must have cash on-hand at all times. Because lean times are ahead. But a fat piggy bank can help see you through.

2. Don’t start another business. Focus on what you already have and do it well. Don’t fall into the trap so many entrepreneurs find themselves in: biting off more than they can chew. Resist the temptation of “shiny new objects.”

3. Don’t fall for the “Rainmaker.” So you had an interview with an awesome business developer who promised they will bring their big clients and big sales skills with them. Nine times out of ten, these types have sold for big brands and aren’t used to fighting for clients. So save that fat salary they are asking for, and pass. (Contact Bill McCabe to recruit the best fit for your firm).

4. Don’t open an over-seas office until you’ve made it in your home country. Unless you’ve already made millions (many millions) in your homeland, forget about the sexy idea of opening an office in an exotic locale. This almost never works as a growth strategy.

5. Don’t get a big head. So you’ve made some money. Landed some big clients. Can finally afford that cosmetic dental work…don’t let it go to your head. Quite often it’s after a little taste of success firms fail. Remember how hard you worked to get where you are? Well, slacking off now isn’t going to get you any further. Keep your ego, and your wallet, in check. Facebook founder, Mark Zuckerberg, drives a modest $30,000 Acura TSX. And Warren Buffet still lives in the house he bought for about $135,000 back in 1958.



    The more the web replaces old methods of finding and recruiting candidates, the more the same cliched words and phrases come into play. Be it a stale description, a too-soon plunge into rules and requirements, or even a dated, uninformative listing, the nuances of web-based recruiting mean that every single word that you use in describing your dream candidate now matters.

    You need to keep pace with the big players on the market, who can spend millions to hire the absolute best available, through targeted marketing and luxurious benefits. While large firms may be more able to spend, this does not price you out of the market. As it turns out, it matters more what you say than how you display it.

    When creating your new job listing, there are several key things to plan before you even start to write:

    1. Your Culture. Is your office young and hip or more of a business-oriented place? Who do you want to attract? Matching candidates with the “vibe” of your office avoids problems before they even appear.

    2. Internal Candidates. Chances are, someone on your existing team is primed to fill an open role, especially within their domain. Make sure to review the entire team before posting your listing, giving internal talent their chance to shine.

    3. Benefits. What can you offer that other firms cannot? Think about the small things that make your firm stand out to you, and apply those to the listing.

    4. Realistic Goals. Make sure you know exactly what a candidate should be able to do before joining, and what they will be doing if hired. Top performers do not waste time, nor do they appreciate confusion. Be clear, concise, and never too wordy.

    5. Your Company’s Description. Present your company with the same kind of care as you would an investor, new client, or CEO. The image you offer candidates deeply affects their chances of joining, so make a statement from the beginning!

  • How Secure is Your Data?

  • Big Growth in Data Security Provides Opportunities for Consultants

    By 2016, the worldwide data security market is expected to approach almost $90 Billion in total value. This means that security is big business, and it should be. Data security has become increasingly critical as businesses utilize increasingly complex technology. Likewise, businesses that are directly involved in technology, such as IoT startups, cloud service providers, and even internet service providers, all have a vested interest in maintaining the security of their data.

    Three Core Influencers on the Security Market

    There are three core areas of influence that are driving the key players in data security consulting. Market influencers, according to Gartner Research, include BYOD (Bring your own Device), big data, and the security threats themselves.

    BYOD is changing the way that SMBs and enterprise clients think about security. In the past, security solutions could be rolled out and controlled across a limited number of devices that were usually owned and maintained by employers. Today, it is more common for executives and staff at all levels to bring their own devices, which can then connect to company applications and networks. This creates the challenge of implementing robust security policies and technologies that can cover a range of devices and access methods.

    Increased connectivity has led to increasing levels of ‘big data’ in business. Considering all of the channels where data is collected, whether it be through software, customer interactions, or even data that comes from IoT connected devices, it is becoming critical that big data is not only collected, identified, and categorized, but that it is kept secure. Security in the future will be essential for protecting IP, trade sensitive information, and maintaining privacy.

    Finally, the increasing number of security threats that are present, are reshaping the market, and will continue to do so in the future. In addition to the attacks and exploits that have been common in the past, data security consulting professionals now have new technologies where compromises must be patched and anticipated. IoT devices, SaaS solutions, and an increasingly widespread cloud adoption will be major factors that shape the needs of future data security.

    Data Security Consulting: What is Hot?

    Recent graduates, professionals looking for new opportunities, and even CIOs within existing organizations can anticipate the opportunities and needs, by identifying current roles and niches in the data security consulting market.

    A data security role may be completely specialized, or in some cases, generalized and more leadership based, depending on the size of an organization.

    Information security can be broken down into two main areas. These areas are hardware, and software. A data security consultant may be expected to have a wider understanding of their industry, but in reality they will only specialize in some key areas. This means that employers need to be specific about who they’re looking for and the technologies that they use. It also means that jobseekers need to be upfront about their expertise, or they may risk finding themselves in a position that is beyond their current skillset, which could lead to career impacting underperformance.

    As a consultant, the role is to advise, develop, and implement change. This change is usually to address a problem that already exists. In the case of data security, this could mean that a security threat has already been identified, or it could be to mitigate possible threats with new technologies.

    As Data Becomes More Important, Security Consulting Becomes a Necessity

    It doesn’t matter whether a business processes EPS payments, collects consumer information for a large retail operation, or even if they’re dealing exclusively in cloud technology and the Internet of Things, the fact is that as long as they are collecting and storing data, they will need dedicated security professionals.

    Protecting that data for commercial and privacy reasons, will best be achieved with the right candidates, who have the skills and experience to deal with security threats in the modern business landscape.



    Read any job listing on Indeed. See any common phrases?

    “Positive company culture.” “Great 401(k).” “Free lunch!”

    While the benefits may seem stale or expected (always aim for an employer-matched retirement plan!), these listings all share a common, though surprisingly overlooked secret: benefits.

    The thing that sets companies apart, from a hiring perspective, is not the role, nor the responsibilities, expectations, and growth potential. Instead, the unique benefits offered to candidates often make for the deciding factor in taking a role. While salary and future can sway a top performer, they will never be happy in the role without the right benefits, leaving far sooner than expected.

    Every business has its own set of benefits that it may not even keep in mind when attempting to attract new talent. These benefits go far beyond the typical “medical, vision, and dental” package or a 401(k). Instead, the benefits that actually sway a candidate deal more in the day-to-day life of the role, the office, infrastructure, equipment, and culture that drive the firm.

    In this respect, startups often have the best examples of the benefits that candidates are really looking for in their new role. Every office has its own culture, design, look and feel, and technology driving it. Firms will spend millions on locating the right office, specifically to encourage this culture and attract candidates. Likely, you already had this in mind when designing your business.

    Take inventory of the little things that differentiate your firm and make you stand out. If you work out of a sun-drenched, exposed brick office, with an open setup and plenty of full sized monitors and the latest iMacs, you are instantly more appealing as a firm than a similar company in cubicles deep in an office tower. Likewise, if you focus on employee and team building as a core tenet of success, rather than only numbers and margins, you demonstrate a level of care for employees that can appeal to high quality candidates. Every firm has these benefits, in some range, and highlighting even the small ones can weave a successful story.