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Wrong Glenn Bernstein?

Glenn Bernstein

President of the Temporary Division

The Execu|Search Group

HQ Phone:  (212) 922-1001

Direct Phone: (212) ***-****direct phone

Email: g***@***.com


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I agree to the Terms of Service and Privacy Policy. I understand that I will receive a subscription to ZoomInfo Community Edition at no charge in exchange for downloading and installing the ZoomInfo Contact Contributor utility which, among other features, involves sharing my business contacts as well as headers and signature blocks from emails that I receive.

The Execu|Search Group

675 Third Avenue 5Th Floor

New York City, New York,10017

United States

Company Description

Execu|Search provides recruitment, temporary staffing, and workforce management solutions across the United States with offices in New York, New Jersey, Connecticut, Massachusetts, and Florida. It offers services across eleven practice areas, including account...more

Find other employees at this company (301)

Web References(44 Total References)

Our Team - Execu|Search Leadership [cached]

Glenn Bernstein
Chief Operating Officer Temporary Division

Glenn Bernstein - The Execu|Search Group [cached]

Glenn Bernstein
Glenn Bernstein Chief Operating Officer - Temporary Division Glenn Bernstein Chief Operating Officer - Temporary Division Glenn joined the firm in 1997 as the partner in charge of growing and managing the temporary staffing division. Under his consistent, professional leadership, the temporary division has grown from 40 assigned temporary workers in 1997 to nearly 2,000 across 5 states and 11 lines of business today. As a recognized leader in the staffing industry, he is a former board member of the New York Staffing Association. Glenn is a member of the NYSA's Political Action Committee and participated in the lobbying efforts in Albany that resulted in favorable treatment of the staffing industry as it pertains to the proposed Fair Pay Act and Wage Form requirements in NY. Glenn is most proud of the wonderful group of professionals that have achieved success and helped build the industry-leading firm that The Execu|Search Group is today. Additionally, he's shared his expertise and insight about hiring trends through appearances in several media outlets, including CBS News, NJ Public Television and Glenn served as Executive Vice President of TempsAmerica, a large regional temporary staffing firm, prior to joining The Execu|Search Group. He is a graduate of New York University and also holds a degree in Business Management from Adelphi University. A fitness enthusiast, boater, and avid golfer, Glenn enjoys watching and participating in most sports and is a diehard NY Jets fan. He is also proud to be a very involved and committed father of three great children.

Press and News - The Execu|Search Group [cached]

New York, July 2015 - Glenn Bernstein, Chief Operating Officer of The Execu|Search Group's Temporary Staffing division, was recently featured as a contributor on USA Today College.
In his op-ed, 5 Mistakes to Avoid at Your First Job, Glenn wrote about the role that a recent graduate's first job plays in their overall career outlook, and therefore, how they can ensure their career gets off to a successful start. "For the first time, millennials now make up the majority of the U.S. workforce," he wrote. "To ensure these professionals get off to a smooth start, it's important to avoid certain missteps at their first post-grad job." In the op-ed, Glenn suggests avoiding the following mistakes:

"A major driver of this shift towards focusing on candidates' personality is the newer generations entering the workforce or younger folks being promoted into management positions," says Glenn Bernstein, COO of Execu-Search, a recruiting, staffing and executive search firm.
Focusing on finding a personality fit is beneficial to both employer and potential employee. "This generation is very concerned with work-life balance issues and the culture at their place of employment. They need to find out ahead of time if a potential job is somewhere they can 'fit in,' and be able to decide if a potential employer is someplace they even want to fit in," Bernstein says. "They want to work somewhere that treats their employees well, that successfully attracts other top candidates and is selective about who they hire and for what reasons. Especially the younger generation wants their job to be very collegial and team-oriented and to achieve success as a result of that - not at the expense of their coworkers," Bernstein says. For employers, this emphasis on personality and cultural fit is also helping attract and retain top talent, Bernstein says. Companies that place greater importance on employee satisfaction and happiness tend to have lower turnover rates and greater employee engagement, he says. How to Determine If There's 'a Fit' While some organizations administer a formal personality test, Bernstein says he's simply adjusted his interviewing technique and his questions to better identify certain personality traits in candidates. He says he looks for answers that might indicate a candidate is less than team-oriented and only interested in further their own career goals, regardless of their colleagues' success. "I'm looking for signs that they'll be stepping on others' toes, are extremely competitive in group-oriented situations and that they would succeed at any cost. To some extent, competition and a drive to succeed are good traits, but when it's over the top, I want to know about it," he says. To that end, Bernstein says he's adapted his interviewing technique, especially for the younger workforce, by asking questions about current technology and about candidates' lifestyles, hobbies and social media presence, among others. "We're asking more 'current' questions; adapting to the differences in technology and approach in the last 20 years," Bernstein says. "Now, I'm not going to ask many direct, resume-related questions. Instead, I'll ask, 'What is the last Tweet you sent out?' Or 'Describe yourself by using hashtags. If I looked at your Internet search history, what would I find? Describe the best boss you ever had, and why.' And 'If your best friend were here, what would they tell me about you?' The answers to these questions can offer some great insight into a candidate's personality, interests and priorities," Bernstein says. And that, he says, can be more telling than asking someone to elaborate on a bullet point from their resume. "Don't pretend to be someone you're not," Bernstein says. "Even if you were to land the job, you're not going to be happy there and chances are the company won't be happy, either," he says.

Glenn Bernstein
Chief Operating Officer Temporary Division

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