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2015-11-02T00:00:00.000Z

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Wrong John Henning?

John Henning W.

Chief Marketing Officer, Head of Global Sales

Granite Solutions Groupe Inc

Direct Phone: (415) ***-****       

Granite Solutions Groupe Inc

235 Montgomery Street Suite 430

San Francisco, California 94104

United States

Company Description

We've been successful not only because we are top-notch recruiters, but also because we are focused on the long-term picture, rather than the individual transaction. What's most important to us is a healthy dialogue with all stake holders that results in ... more

Find other employees at this company (45)

Background Information

Employment History

TOG - Information Services

Wells Fargo & Company

Chief Information Officer

Group One Trading

Various Management Positions

Barclays Global Investors

Senior Technology Management Positions

The Walt Disney Company

Senior Technology Management Positions

Health Net , Inc.

Consultant

Carnegie Mellon University

Education

Bachelor's of Science degree
Management
Golden Gate University

Web References (92 Total References)


Granite Solutions Groupe - Bios

www.granitesolutionsgroupe.com [cached]

John Henning is Vice President of Business Development and brings over two decades of management experience in the technology and financial services industry to the firm. John oversees all client relations, strategic business development, marketing, and technology initiatives. Previously, John was Chief Information Officer at Group One Trading, where he implemented trading applications and global infrastructure projects. John also spent 7 years in various management positions at investment management firm Barclays Global Investors, where he developed strong relationships in the financial services sector. Prior to that, John held senior technology management positions at The Walt Disney Company and Health Net in Southern California, where he employed his expertise in infrastructure architecture, data center management, and systems administration. Throughout his career, John has brought a blend of technical expertise and a strong customer service skills to the organizations in which he served. John holds a Bachelor's of Science degree in Management from Golden Gate University in San Francisco.


Hiring and HR Managers Battling Over Staffing Strategies - Talent Management magazine

talentmgt.com [cached]

"Technical expertise alone is not enough in filling many product and IT positions, which increasingly must understand the key business drivers in their respective areas," said John Henning, Granite Solutions Groups director of business development. "Our clients find more need for roduct and IT contractors with deep business acumen and strong interpersonal skills.

"This profile tends to appear more with age - younger workers often need time to develop the business experience. Yet, even among more experienced workers in the current labor market, this profile is not readily available."
To better their chances of finding candidates and contractors who understand business, Henning suggests HR keeps current a deep candidate pool and also affiliates with trusted external recruiting resources.
Companies often don't know when staffing needs will reach a critical point where tensions can erupt. For example, Henning noted that one of its clients, a large national financial institution, completely reversed its position on hiring contractors within a three-week period in large part because of from line managers.


"Technical expertise alone is not enough ...

talentmgt.com [cached]

"Technical expertise alone is not enough in filling many product and IT positions, which increasingly must understand the key business drivers in their respective areas," said John Henning, Granite Solutions Groups director of business development. "Our clients find more need for roduct and IT contractors with deep business acumen and strong interpersonal skills.

"This profile tends to appear more with age - younger workers often need time to develop the business experience. Yet, even among more experienced workers in the current labor market, this profile is not readily available."
To better their chances of finding candidates and contractors who understand business, Henning suggests HR keeps current a deep candidate pool and also affiliates with trusted external recruiting resources.
Companies often don't know when staffing needs will reach a critical point where tensions can erupt. For example, Henning noted that one of its clients, a large national financial institution, completely reversed its position on hiring contractors within a three-week period in large part because of from line managers.


Older | Horse Pre Race

www.horseprerace.com [cached]

"Like most sectors in society, the bias is towards the young," says John Henning, Granite Solutions Groupe's Director of Business Development. "The idea of 1990s technical 'wiz kids'- energetic and driven - still dominates the cultural consciousness and perceptions. Stereotypes of the 'Older Worker' suggest less enthusiastic, less dynamic and innovative employees and this perception couldn't be further from the truth."

According to Henning, the profile of the technologist with business acumen and strong, measured interpersonal skills tends to appear more frequently with age, important for corporate development teams and managers, entrepreneurial companies and C-level positions. This baby boomer group, he noted, are statistically more educated, more networked and lead 'younger lives' than previous generations.
...
According to Henning, Granite Solutions Groupe's network of older workers is steadily growing, but that doesn't mean there's not pushback from clients.


Hiring and HR Managers Battling Over Staffing Strategies

www.prnewsbank.com [cached]

"Technical expertise alone is not enough in filling many product and IT positions, which increasingly must understand the key business drivers in their respective areas," says John Henning, Granite Solutions Groups director of business development. "Our clients find more need for product and IT contractors with deep business acumen and strong interpersonal skills. This profile tends to appear more with age -- younger workers often need time to develop the business experience. Yet even among more experienced workers in the current labor market, this profile is not readily available."

To better their chances of finding candidates and contractors who understand business, Henning suggests that HR keeps current a deep candidate pool, and also affiliates with trusted external recruiting resources. Companies often don't know when staffing needs will reach a critical point where tensions can erupt. For example, Henning noted that one of its clients, a large national financial institution, completely reversed its position on hiring contractors within a three-week period -- much due to pressure from line managers.

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