Phello was born out of a gap I noticed in the executive career space. Over the years, I’ve worked with thousands of executives navigating career transitions, whether they were seeking new opportunities, board roles, or consulting engagements. While many platforms focus on resumes and job postings, there wasn’t a comprehensive solution that helped executives take control of their personal brand, build meaningful connections, and strategize for long-term career growth.

With Phello, we set out to change that. It’s the first platform of its kind to integrate CRM, networking tools, personal websites, and social platforms into one seamless experience. Executives can manage their professional relationships, showcase their expertise, and stay visible in a highly competitive market.

What sets Phello apart is its focus on empowering executives to be proactive, not reactive, about their careers. Whether they’re actively seeking a new role or just maintaining their professional network, Phello provides the tools they need to position themselves as leaders in their fields. It’s been incredibly rewarding to see how the platform has helped executives take control of their career trajectories.

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The technology and telecom sectors are evolving at an unprecedented pace, and this has had a profound impact on executive recruitment. One of the biggest trends I’m seeing is the growing demand for leaders who can drive digital transformation. Companies are looking for executives with experience in emerging technologies like 5G, AI, and IoT, but also with the ability to manage change and foster innovation across their organizations.

Another trend is the increasing emphasis on diversity and inclusion. Boards and leadership teams are recognizing the value of diverse perspectives in driving innovation and better decision-making. This has led to more intentional efforts to recruit executives from underrepresented groups.

To adapt, companies need to rethink their hiring strategies. This includes looking beyond traditional qualifications and focusing on leadership potential, cultural alignment, and the ability to navigate complexity. At GNR, we help our clients identify candidates who not only meet the technical requirements but also have the soft skills and adaptability needed to thrive in fast-changing industries.

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Networking is one of the most powerful tools executives can use to advance their careers, but it requires a strategic approach. My first piece of advice is to treat networking as a long-term investment. Too often, people only focus on their networks when they’re actively looking for a new role. Instead, think of networking as a way to cultivate meaningful relationships that can benefit both parties over time.

Another key is authenticity. Networking isn’t about collecting as many connections as possible; it’s about building trust and rapport. Be genuinely interested in the people you meet, and look for ways to provide value, whether it’s sharing insights, making introductions, or offering support.

Finally, take advantage of technology. Platforms like LinkedIn and tools like Phello make it easier than ever to stay connected and showcase your expertise. However, don’t underestimate the value of face-to-face interactions, whether it’s through industry events, board meetings, or informal catch-ups. The combination of digital tools and personal connection is what creates a truly impactful network.

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When recruiting for executive leadership roles, particularly in technology, it’s about more than just a resume, it’s about finding individuals who embody a combination of technical expertise, strategic vision, and the ability to inspire teams. One of the key qualities I look for is adaptability. The technology and telecom sectors evolve rapidly, and successful leaders need to navigate constant change while keeping their organizations on course.

Another important trait is emotional intelligence. Leaders today must be able to connect with their teams, build trust, and foster an inclusive environment where innovation thrives. This is particularly important in industries like telecom, where collaboration often spans geographic and cultural boundaries.

Additionally, I look for candidates who are forward-thinking. In technology, staying ahead of the curve is essential. Executives need to have a deep understanding of emerging trends, whether it’s 5G, artificial intelligence, or cybersecurity, and be able to translate that knowledge into actionable strategies. At GNR, we evaluate candidates holistically, ensuring they have both the technical acumen and the leadership qualities to drive lasting impact.

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The rise of remote work has been one of the most transformative changes in executive recruitment. It has significantly broadened the talent pool, as companies are no longer limited to hiring leaders based on proximity to their headquarters. This has created exciting opportunities to recruit top talent from around the world. However, it has also introduced new challenges, particularly in evaluating leadership capabilities in a virtual environment.

For companies, the key is to adapt their recruitment processes to reflect this new reality. Virtual interviews are now the norm, but it’s important to go beyond surface-level evaluations. Companies should focus on assessing how candidates manage distributed teams, maintain productivity, and foster collaboration in a remote setting.

Another consideration is culture. Leaders play a crucial role in shaping organizational culture, and doing so remotely requires a specific skill set. Companies should prioritize candidates who have experience building strong team dynamics, even when face-to-face interactions are limited.

At GNR, we’ve adjusted our approach to help clients find leaders who excel in this new environment. By focusing on adaptability and communication skills, we ensure our candidates are well-equipped to thrive in the remote-first workplace.

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Building and scaling a business has taught me that success requires a combination of vision, resilience, and the ability to adapt. When I founded GNR, my focus was on creating a recruiting firm that truly understood the unique needs of the technology sector. Over time, I realized the importance of not just meeting client expectations but exceeding them by staying ahead of industry trends and building genuine relationships.

Phello was a different kind of challenge. It involved creating a product that addressed a specific gap in the market. One of the biggest lessons I’ve learned is the value of listening to your audience. Phello was shaped by the feedback of executives who wanted more control over their careers but didn’t have the tools to manage their personal brands effectively.

Scaling both businesses required a willingness to evolve. For GNR, that meant expanding into new industries and geographies. For Phello, it meant continuously refining the platform to meet the changing needs of users. Above all, I’ve learned that success is built on trust, both with your team and your clients, and a commitment to delivering value at every step.

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• Kurt Phelps’ success in executive recruitment comes from building genuine, lasting relationships and staying ahead of the curve to connect the right leaders with the right opportunities.
• With Phello, Kurt helps executives take charge of their careers by offering tools that make networking, personal branding, and long-term planning easier and more effective.
• Kurt believes great leaders thrive on adaptability, emotional intelligence, and forward-thinking, especially in today’s fast-changing tech and remote work world.

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