talent connect

Executive Search & HR Solutions

Empowering Success Through Diverse Talent Networks

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Welcome to Talent Connect

At Talent Connect, we are a Boutique Executive Search & Staffing Solutions firm dedicated to helping clients fill their ‘hard-to-find’ or highly specialized positions across various sectors and industries on both sides of the U.S. and Mexico border. We are committed to partnering with you to achieve your recruitment goals with precision, excellence, and a deep understanding of the dynamic international landscape.


In addition to our specialized recruitment services, we offer comprehensive Human Resources Consulting Services. Our expertise includes compliance, employee handbooks, and the creation of compensation & benefits packages, among other services. We ensure your organization is fully equipped to manage its human resources effectively and in alignment with industry standards.


We value diversity and believe that a diverse workforce drives innovation and success. By fostering inclusive practices, we help our clients build teams that reflect a broad range of perspectives and experiences.


We cater to sectors such as manufacturing, commercial, and non-profit. Our mission is to streamline our clients’ recruiting processes, ensuring efficiency, while also assisting our candidates in securing fulfilling jobs that positively impact their lives.

Our Services

EXECUTIVE SEARCH

We identify top-tier talent to meet your leadership needs, focusing on individuals with the skills and experience to drive your organization forward.

STAFFING & RECRUITING

Partnering with us ensures you find the right fit for your team. We take the time to understand your specific needs and deliver candidates who are not only qualified but also align with your company culture.

human resources consulting services

Our consulting services optimize your workforce strategy for success. We provide expertise in compliance, employee handbooks, and the creation of compensation and benefits packages, among other areas, ensuring your organization is fully equipped to manage its human resources effectively and in alignment with industry standards.

ABOUT US

Who We Are

In line with our commitment to diversity and inclusivity, At Talent Connect we ensure that clients benefit from the unique perspectives and talents of individuals from diverse backgrounds. We foster an environment where everyone feels valued, respected, and empowered to contribute their best.


Our staff is distinguished by their certifications from the National Association of Personnel Services (NAPS) as Certified Personnel Consultants (CPC) and Certified Employee Retention Specialists (CERS). Additionally, our team is fully bilingual in English and Spanish, allowing us to effectively serve clients and candidates on both sides of the U.S. and Mexico border. This linguistic capability ensures clear communication and a deeper understanding of the cultural nuances that can impact recruitment and human resources management.


We work with a select number of clients to provide customized solutions with attention to detail, quality, high levels of efficiency, and total customer satisfaction.


At Talent Connect, we stand ready to partner with you in achieving your recruitment goals with precision, excellence, and a deep understanding of the dynamic international landscape.

Meet Our Team

  • Chrysanne Weber

    Talent Aquisition Specialist

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    By Lizzette Weber September 16, 2024
    As we approach 2024, workplace dynamics are shifting dramatically. The relationship between employers and employees is evolving, and organizations must rethink their approaches to management, culture, and hybrid work. To succeed in this new environment, leaders need to stay informed and proactive. 1. Global Worker Stress Remains at Record Highs While employee engagement has been making a comeback, it hasn’t yet offset the record-high levels of stress in the workplace. Gallup’s recent report reveals that over 52% of employees in the U.S. and Canada feel stressed daily—a troubling trend that impacts not only productivity but also employee retention and wellbeing. This ongoing stress crisis is tied to workplace demands, post-pandemic adjustments, and economic pressures. Leaders must take a holistic approach to addressing employee wellbeing by introducing stress management programs, flexible work policies, and support systems that prioritize mental health. In 2024, the challenge for leaders will be to determine whether the positive rise in engagement can outpace the negative impacts of stress, ensuring their teams remain productive, healthy, and motivated. 2. Engagement Is Slowly Recovering, but Connection to Purpose Is Dwindling Employee engagement has started to rebound from the post-pandemic slump, but there’s a growing concern: employees feel less connected to their company’s mission and purpose. This lack of connection can result in employees doing just enough to meet expectations, rather than going above and beyond. When employees feel aligned with an organization’s values and purpose, they are more likely to push toward excellence, be more productive, and stay with the company long-term. Leaders must focus on rebuilding this connection by clearly communicating their organization’s goals, celebrating successes, and ensuring employees understand how their work contributes to the bigger picture. 3. Trust in Leadership Is Slowly Rebounding Trust in leadership took a hit during the pandemic, and while it’s slowly recovering, the current state of trust is still alarmingly low. Only 23% of U.S. employees strongly agree that they trust their organization’s leadership, creating a disconnect between employees and decision-makers. For leaders, restoring trust means stepping up communication efforts, being transparent, and fostering a supportive environment where employees feel heard. When leaders actively engage with their workforce and inspire confidence in the future, the impact is profound: 95% of employees in high-trust environments say they fully support their leaders. Building trust in 2024 will be a cornerstone of effective leadership, helping organizations navigate change, build resilient teams, and foster loyalty across the workforce. 4. Managers Are Under Pressure and Need Support Managers have faced unprecedented challenges over the last few years, juggling increased workloads, tighter budgets, and the emotional strain of leading teams through uncertainty. Gallup’s research highlights that managers are more likely to experience burnout, disengagement, and work-life imbalance than non-managers. This “manager squeeze” is a significant concern for organizations, as managers are critical to driving team collaboration and engagement. Leaders must take action by investing in manager training and support, giving them the tools they need to succeed in today’s fast-paced, ever-evolving work environment. Without adequate support, these issues will trickle down to the rest of the team, negatively affecting employee performance and overall engagement. As we look to 2024, leaders must prioritize developing resilient, well-equipped managers who can handle the complexities of today’s workforce. 5. Hybrid Work Is Here to Stay, But It Needs a Strategy Hybrid work has become the norm for remote-capable employees, and most organizations, especially large enterprises, have accepted that this arrangement is here to stay. In fact, a recent survey of Fortune 500 CHROs revealed that 80% have no plans to reduce remote work options in the next year. But simply offering hybrid work isn’t enough—organizations need a clear, long-term hybrid work strategy that optimizes productivity and collaboration. Leaders should focus on creating a compelling workplace value proposition that appeals to both in-office and remote workers, ensuring that the benefits of hybrid work (flexibility, work-life balance, increased engagement) are fully realized. Additionally, training managers to lead hybrid teams effectively, fostering strong communication, and revising performance management systems will be essential to maintaining a positive hybrid work environment in 2024. 6. Hybrid Culture Offers Big Benefits—If Done Right Hybrid work isn’t just a trend—it’s a powerful way to boost employee engagement, reduce turnover, and improve overall well being. However, it comes with its own set of challenges. As more teams work remotely and on varying schedules, leaders must be intentional in maintaining a strong hybrid work culture. Organizations that want to thrive in this model must prioritize building relationships, enhancing team collaboration, and reinforcing company values, regardless of where employees are working. Leaders and managers alike need to focus on maintaining clear communication, promoting trust, and creating opportunities for employees to stay connected and aligned with company goals. When done right, hybrid work can significantly improve retention and talent acquisition while reducing employee burnout and expanding access to a wider, more diverse talent pool. At Talent Connect , we understand the complexities of navigating these evolving workplace trends. Whether you’re looking to improve employee engagement, develop stronger leaders, or implement a sustainable hybrid work strategy, our expertise in executive search and HR services will help your organization succeed in 2024. Let’s connect and explore how we can help you drive organizational growth, build stronger teams, and navigate the workplace trends of tomorrow.
    By Lizzette Weber September 6, 2024
    Transitioning from a peer to a management role can be one of the most challenging yet rewarding steps in a professional career. It requires a shift in mindset, new skills, and the ability to navigate the complexities of leadership. Here’s what first-time managers need to know when stepping into their new role: 1. Shift Your Focus from Self to Team As an individual contributor, your success was about your own performance. In a management role, the focus shifts to your team's performance. It’s essential to “flip the script” and shine the spotlight on others. Your success is now tied to how well your team performs. 2. Set Clear Expectations Communicating openly with your team about your new role is crucial. Address any potential awkwardness by discussing the transition with former peers. Setting clear boundaries and expectations from the start will help manage relationships and create a productive environment. 3. Embrace Delegation New managers often struggle with the temptation to continue doing the work themselves. However, true leadership involves empowering your team by delegating tasks that align with their strengths. This not only helps develop your team but also builds trust. 4. Seek Training and Coaching Management is not instinctive; it requires learning and growth. Take advantage of formal leadership training, coaching, and mentorship opportunities to develop the interpersonal and strategic skills needed to lead effectively. A self-assessment can also help identify your leadership strengths and areas for improvement. 5. Build a New Support Network Don’t go it alone. Connecting with other managers at your level is essential to gain insights and advice. Cultivate a peer group of fellow leaders to share best practices, challenges, and strategies for success. 6. Create an Infrastructure for Success For organizations, providing structured support for new managers is key. A well-prepared leader is one who’s been given the tools to succeed. Organizations should ensure that leadership development, training, and mentoring opportunities are in place for smooth transitions. Stepping into management for the first time is both challenging and fulfilling, but with the right preparation and mindset, new leaders can not only navigate this transition but thrive in their new roles. At Talent Connect, we’re committed to supporting professionals through every stage of their careers—helping them become the effective leaders of tomorrow. Stay connected with Talent Connect for more insights on leadership, talent development, and HR best practices !
    By Lizzette Weber August 12, 2024
    With Hundreds of Benefits Now in the Mix, How Can Employers Decide What to Offer?
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    Our Mission

    is to provide a personalized recruiting experience to our candidates so they can reach their professional and life plan objectives, as well as helping our clients evolve by assisting them in finding specialized talent with qualities and competencies that are unique to their organization allowing them to meet their goals.

    Our Vision

    is adaptability to the needs of each business and market situation by re-inventing processes and providing added value with creative and intelligent services according to the unique needs of each one of our clients.

    Our Volunteer Work

    Check our out past philanthropy and volunteering work experiences

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    San Diego County Hispanic Chamber of Commerce

    as Events Chair

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    Chula Vista Chamber of Commerce

    as Board Member

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    Fundacion Internacional de la Comunidad A.C.

    Education Advisory Board Member

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    Clients

    Attracting top talent can be time-consuming, costly, and complex, but science and analytics can simplify and accelerate your search while mitigating risk. Our commitment to you is to:Understand the issues and opportunities within your industry.


    • Understand the issues and opportunities within your industry
    • Appreciate your corporate culture.
    • Recognize the challenges that are unique to your organization.
    • Know the candidates who are best suited to lead the way forward.

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