Courtright & Associates, Inc., is a retained executive search consulting and outplacement firm. Since 1989, we have recruited for general and technical management positions. The focus of our business is recruiting and outplacement in Northeastern Pennsylvania.

We also offer Business Development services for companies who are looking to do more business in Northeast PA.

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When speaking about an ideal candidate, a lot of employers will tell you about the 5 or 6 “Must Haves”. Obviously, these are the essential experiences they are looking for. More often than not most of these “Must Haves” are technical skills. If you examine why employer/employee relationships don’t work out, it’s generally not due to a lack of technical skills. So, what is “The Ideal Candidate” if it’s not about those skills?

My 28+ years of recruiting experience has shown me that the following attributes are what make up “The Ideal Candidate”.

  1. Has a “base” of experience of what the employer is looking for, i.e., a Controller needs a background in Accounting.
  2. The candidate is a “Continual Learner”. They never stop learning & are always seeking new information that will help them improve.
  3. Adaptability – The candidate has shown that they have successfully adapted to a new situation.
  4. The candidate’s personality matches with the company culture. Also, it is about timing. Where is the candidate in their career progression & what stage is the company in.

I’ll ask clients if they’re confident the candidate will be doing the exact same job in 2 years of their hire date.   The answer comes back as no. This bolsters what I have listed above. “The Ideal Candidate” must have a base of experience, be a continual learner, be able to adapt & must fit the corporate culture.


Bob Courtright





For approximately the last eight years, we have been living in a jobs depression. (Please don’t quote the unemployment numbers. I believe the labor participation rate is more accurate). Although companies’ financial situations have improved, jobs have not followed.

The business world has wanted to hire more people. Fear of sustained growth, rising health care costs, regulations & other factors have kept employment down.

For a moment, forget about your social political views of the new President. I believe, from an economic standpoint, we are in the beginning of an economic upturn. One that will include increased employment with “real jobs”.

Why should we fear the incoming employment boom? For the past few years it has become increasingly difficult for employers to find employees. Many factors could be to blame. Two main factors are demographics & the lack of opportunity for new workers to join the workforce. As organizations try to recruit, there are simply less “qualified” people from which to recruit. The employment pool has become very shallow.

What can we do? First, we have to recognize that there is a problem. Secondly, we have to be creative when we recruit. The best recruiters are the most creative. Posting positions on more job boards is not the answer. Social Media is critical when recruiting. To be successful in recruiting in Social Media, one must work at it every day.

Creativity can take many forms. The days of cookie cutter approaches to recruiting are long gone.

Good luck & think Creativity!

Bob Courtright