Future Leaders

I have an overwhelming desire and need to help individuals move up the career ladder. I have a passion for discussing and presenting opportunities for career advancement, to the “Future Leaders” of our industry.  Every day I have communication with company leaders and executives, talking about current needs and trends, keeping up to date with what is going on with new and future projects.  All of this constant interaction helps me have eyes and ears connected to the industry wide network on a daily basis.  I do this, because I want to help people make career decisions that benefit their long term career goals.  I’m not interested in finding you a job.

I know who the companies are, who are just looking to just fill positions. I also know those who are looking for “Future Leaders”.  I think we both would prefer to work for the company looking for their future leaders, and the company who wants you to retire with them!  30 years of recruiting for Southern California Commercial General Contractors has shown me who treats their employees with respect, and offer career enhancing opportunities with no length of tenure holding them back.   Multiple recessions have caused companies to make difficult decisions along the way, and I know the companies who have treated their employees with the most respect, treating their employees like family.

New Transition

Good morning everyone.  I wanted to update you with the news that I’m back with my former company gth & Associates.  I am excited about this new transition and welcome the opportunity to work with you.

I see a growing need in recruiting, to help candidates in their career decisions and choices.  This includes considering a possible change with a new opportunity and a new company, as well as the possibility of staying with a current employer while at the same time working through any current issues that might exist with them.  My philosophy is to help with these very difficult career choices, keeping in mind the best solutions are always the ones that place a candidate that wants a specific company, with a company that also wants that specific candidate.   It is always about the perfect match between candidate and company, and that is what I strive to help make happen each time I have the opportunity.

If I can be of assistance, let’s talk.

Glen T Higgins
Office – 818.280.4440
Email – glen@gthassociates.com

How To Decide Between Offers

We came across this wonderful article on Forbes.com and thought it was very informative.  We are posting the article, verbatim, below.


You built a stellar resume, nailed the interview, and got the job offer. Congrats!

And then you did it again. Now what?  If you have multiple job offers on the table, deciding which is the right one for you can be the most overwhelming part of the job search process. Here’s a step-by-step plan to help you make a fully informed decision.

1. Dig for Insider Info

First, gather as much information as you can about the position and company—beyond the often sugar-coated answers you hear during the interview process.  Google is a great place to start finding news, financial information, and expectations for the company’s future outlook.

But more importantly, ask people in your personal and professional networks what they know about the organization or the people for whom you will be working. Especially ask questions you wouldn’t otherwise necessarily get answers to: What’s the turnover like? Have there been recent layoffs? Why did your predecessor leave the job?

While the discovery process can be tedious, it may give you valuable insight and uncover some important red flags.

 2. Consider the Big Picture

It’s easy to be wooed by a high salary or exciting responsibilities, but it’s crucial to look at the complete picture of any job. “The biggest mistake people make is taking a job just for the title or money without considering the opportunity costs, company culture, work-life balance, or opportunities to grow,” says Amy Adams, Director of the Seaver College Career Center at Pepperdine University. “I encourage job seekers to really think about which opportunity best matches their lifestyle and overall goals.” Some important factors to consider include:



Your financial considerations should be much more than just a salary-to-salary comparison. Evaluate the entire compensation package: bonuses, profit sharing, health benefits, and 401(k) matching plans can make big differences in what you really earn. For example, if one company offers to make substantial contributions to your 401(k), this can be worth more money in the long run than a higher base salary, since the funds are tax-deferred and invested.

Investigate tuition reimbursement programs, which could make a huge financial difference if you’re considering going back to school. Also consider fringe costs, like commuting.

You might consider requesting the offers in writing so that you can directly compare your options and use them to negotiate for a better deal,” suggests Adams.


Determine what will your typical schedule look like at each job and whether it will work for you. Beyond your daily in-office hours, also consider commuting time, expected overtime, and travel. What are the vacation and sick leave policies? If you’re thinking about getting pregnant—even if it’s not for a few years—also look into the maternity leave policy.


Remember: you’ll be spending more time with your co-workers than with most of your friends and family members. So, “think about how well you connected with each supervisor or work group,” recommends Adams.

Another good cue is the vibe you get from the HR department: “One job had a recruiter who seemed eager to make me choose either way so they could pass the offer to the next in line,” recounts Jessica Benjamin, who recently had to decide between two alluring offers. “The other had upper-level management check-in with me regularly and eventually told me they wanted to give me an offer I couldn’t refuse. That blew me away.”


Is the culture a good match for you? There’s no “right” answer here, but it’s crucial to explore the major differences between companies. For example, Google and SAS provide on-site services, workout facilities, free meals—even pets—so that its employees never have to leave the office, whereas employees who work more than 60 hours per week at Boston Consulting Group are placed in a “red zone” and advised by a “career mentor.” Do you want a culture where people go to happy hour after work, or where employees are strictly 9-to-5ers? If you’re expecting to put in overtime, do you want a place where people stick around the office into the evening, or take their laptops home at 5?

Seeing the physical environment you’ll be working can be a key indicator of company culture: Microsoft’s sprawling university-like campus in Seattle has a much different feel than Deloitte’s downtown New York headquarters. Walk around the building, inside and out, and ask to see your office. Are people near you talking, smiling, collaborating? Is the building near lunchtime eateries? Will you feel safe walking to your car at night?

Professional Development:

This job will likely not be your last, so weigh it for its value as a stepping stone to your next job. What professional development and continuing education opportunities are there within and outside of the company? Larger organizations often offer more structure and professional development opportunities, but a small or start-up firm might allow you more flexibility and to take on more responsibility quickly.

Be sure to consider where you want to be in five to 10 years. If one job will lead you in that direction and another won’t, you’ll want to factor that into your decision,” notes Adams. “There may be value in taking a job at a lower level with a prestigious company to get your foot in the door, particularly industries like entertainment, where you have to gain specific experience in the field before you can advance.”

 3. Take Time to Analyze

Sound like a lot to process?  Well, it is. Often, putting the information on paper can help you look at the big picture in an organized, less overwhelming way.

Make a spreadsheet listing the 10 to 15 factors that you value most. Rate each factor on how important it is to you on a scale of 1 to 5. Now, rate how each job ranks in every category, being as comprehensive and honest with yourself as possible. Then, multiply the importance factor by the rating to get a weighted rating.

For example:

Category Importance Job A Rating Weighted Rating Job B Rating Weighted Rating
Commute Time 3 1 3 5 15
Relationship with Boss 5 4 20 1 5
Total 23 20

In this example, Job A would rank as the overall best fit.


4. Listen to Your Gut

Still stuck? My favorite piece of decision-making advice comes from my mom, and I use it in almost every tough decision. Pick one outcome or the other— doesn’t matter which—and mentally commit to that decision. Imagine—in as much detail as possible—calling the company you’ve chosen and accepting the offer. Walk yourself through telling your friends and family about your decision and going to the office for your first day of work.

Then, evaluate how you feel. Are you excited? Nauseated? Indifferent? Think about this “gut” feeling and what it’s telling you. “Don’t disregard your intuition,” says Adams. “Pay attention to any signals or red flags that have arisen during the application and interview process, and don’t underestimate even small off-putting encounters.”

Ultimately, Benjamin’s decision came down to where she thought she would fit best and be most valued. “While I considered location, freedom to travel, benefits, and office culture, it all boiled down to knowing where I’d be successful—and knowing I’d be most successful where people believed in me.”

Link to original article 


Mission Statement

Our mission at gth & Associates is to enhance the careers of professionals by facilitating career opportunities, and to further the success of our client companies by identifying talented professionals who will enrich their organizations.

Why use gth & Associates?glen&mark


Integrity is earned by being honest, direct, and avoiding time-wasting practices with clients, and candidates.


gth & Associates has over 21,000 contacts in our database.  All of these are California Commercial Professionals.  We have been helping clients and candidates succeed in the California Construction market for over 25 years.

Being Blessed:

We are thankful everyday for the relationships we have built.  Relationships serve as the foundation of our success.  gth & Associates’ relational approach will help facilitate your success as well.

Being the Best:

At gth & Associates, we make it a point to tell people the truth, even when it is a hard truth.  Speaking the truth is always the most important way to communicate.  This practice gains Trust.  It also promotes an Understanding for the need of Confidentiality in our relationships.  Combining both enables gth & Associates to be the best at what we do.