How CEOs Build Legitimacy Through Trust

In this milestone 100th episode of Get Hired Up, Maureen Farmer speaks with communications and media strategist Dorie Klissas about how accomplished executives and organizations can move from relevance to prominence. They explore what makes a story newsworthy, how to build a strategic media and thought leadership presence, and how leaders can effectively communicate their expertise, capture public attention, and reach a broader audience.Westgate Executive BrandingFollow us on LinkedInFollow us on FacebookFollow us on InstagramFollow us on YouTube

In this episode of Get Hired Up!, Maureen speaks with Jason Guidry, CEO of the Pictou County Partnership, about the role of trust, community engagement and international collaboration in economic development. They explore how regional partnerships help businesses expand into new markets, diversify supply chains and build meaningful connections across borders.Westgate Executive BrandingFollow us on LinkedInFollow us on FacebookFollow us on InstagramFollow us on YouTube

This episode explores the challenges successful executives can face when transitioning from being consistently recruited to proactively managing their own careers. Maureen and Maddie discuss career governance, exit planning, executive positioning, and the self-doubt that can arise when the market doesn’t immediately respond, emphasizing the importance of understanding your unique capabilities, building a strategic target market, and communicating your value beyond titles, degrees, or pedigree.Westgate Executive BrandingFollow us on LinkedInFollow us on FacebookFollow us on InstagramFollow us on YouTube

In this episode of Get Hired Up, Maureen Farmer speaks with exit advisor Sankeetha Selvarajah about the complexities of selling a business. They explore the importance of proactive exit and succession planning, the role of advisory boards, family dynamics, and the emotional challenges of transitioning away from a company that has become part of an owner's identity. The conversation also highlights how a successful exit can create opportunities for personal reinvention and a fulfilling next chapter.Westgate Executive BrandingFollow us on LinkedInFollow us on FacebookFollow us on InstagramFollow us on YouTube

This week on Get Hired Up, I'm joined by my friend and colleague Shirley Hon, Principal of Globoconsult, a New York-based family office advisory firm connecting Asian family offices with opportunities across North America and Europe.The 2026 UBS Global Family Office Report found that 60% of family offices surveyed expect to change their strategic asset allocation over the coming year, which is the highest percentage UBS has recorded. Geopolitical conflict is their leading concern, yet another transition is occurring simultaneously, which is generational succession. Only 35% of surveyed family offices have a defined succession plan, while just 27% have a structured process for preparing the next generation.The driving principle here is that capital can be transferred. Leadership cannot. Shirley and I explored this challenge from a fascinating East-West perspective.We talked about why Asian families invest in U.S. assets, differences in how Asian and North American family offices perceive risk, the role culture plays in cross-border relationships, and what happens when significant family enterprises and wealth begin moving from one generation to another. But our conversation ultimately became less about capital than I expected. Rather, it became a conversation about trust. I hope you enjoy the show!Westgate Executive BrandingFollow us on LinkedInFollow us on FacebookFollow us on InstagramFollow us on YouTube

If you're navigating a significant transition, it can be tempting to cast a wider net, to contact more recruiters, attend more networking events, and have more conversations. But what if the opposite approach is actually more effective? Today, we're discussing how senior leaders build market intelligence, narrow their focus, identify opportunities that often emerge long before they're ever advertised. Whether you're pursuing a CEO mandate, a board role, investors, or your next strategic client, we hope this conversation gives you a practical framework for thinking differently about your market.Westgate Executive BrandingWestgate Executive BrandingFollow us on LinkedInFollow us on FacebookFollow us on InstagramFollow us on YouTube

We are pleased to present a special three-part series on executive compensation through our Get Hired Up! podcast.In this series, we bring together three highly respected experts, each offering a distinct perspective:Part I: Scott Calderwood shares the executive recruiter’s perspective, including how compensation discussions unfold during retained search and the mistakes candidates often make.Part II: Ezra Singer explains how executives can negotiate offers, severance, and employment agreements while preserving important relationships.Part III: Mary Russell demystifies stock options, equity, and the legal and tax implications of startup and private company offers.Together, these conversations provide a practical and unusually transparent look at one of the most important—and frequently misunderstood—aspects of executive career transitions.Westgate Executive BrandingWestgate Executive BrandingFollow us on LinkedInFollow us on FacebookFollow us on InstagramFollow us on YouTube

We are pleased to present a special three-part series on executive compensation through our Get Hired Up! podcast.In this series, we bring together three highly respected experts, each offering a distinct perspective:Part I: Scott Calderwood shares the executive recruiter’s perspective, including how compensation discussions unfold during retained search and the mistakes candidates often make.Part II: Ezra Singer explains how executives can negotiate offers, severance, and employment agreements while preserving important relationships.Part III: Mary Russell demystifies stock options, equity, and the legal and tax implications of startup and private company offers.Together, these conversations provide a practical and unusually transparent look at one of the most important—and frequently misunderstood—aspects of executive career transitions.Westgate Executive BrandingWestgate Executive BrandingFollow us on LinkedInFollow us on FacebookFollow us on InstagramFollow us on YouTube

We are pleased to present a special three-part series on executive compensation through our Get Hired Up! podcast.In this series, we bring together three highly respected experts, each offering a distinct perspective:Part I: Scott Calderwood shares the executive recruiter’s perspective, including how compensation discussions unfold during retained search and the mistakes candidates often make.Part II: Ezra Singer explains how executives can negotiate offers, severance, and employment agreements while preserving important relationships.Part III: Mary Russell demystifies stock options, equity, and the legal and tax implications of startup and private company offers.Together, these conversations provide a practical and unusually transparent look at one of the most important—and frequently misunderstood—aspects of executive career transitions.Westgate Executive BrandingWestgate Executive BrandingFollow us on LinkedInFollow us on FacebookFollow us on InstagramFollow us on YouTube

In Episode 7 of Season 2, Maureen Farmer discusses strategies for navigating transitions and job search fatigue with clarity and composure. There's a moment that shows up whether you're pursuing a new role, developing business or raising capital. It's the moment where effort is high, but outcomes are delayed. You've had conversations, you've created momentum, you're doing the work, but nothing has closed yet. And over time, something shifts, not capability, not experience, but belief. Waiting turns into doubt, not in your ability, but in the market's recognition of it. And when that happens, fatigue sets in.Westgate Executive BrandingWestgate Executive BrandingFollow us on LinkedInFollow us on FacebookFollow us on InstagramFollow us on YouTube