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 Green Key Resources cares deeply about developing personal, lasting relationships with our clients.
Our mission at Green Key Resources is to create connections between our candidates and the clients that we serve. We are dedicated to helping everyone we work with build a better future through our strong industry connections, adherence to ethical hiring practices, and commitment to a holistic, people-first recruiting philosophy.
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Choosing the right staffing & recruitment company is essential for any organization that wants to attract, recruit, and retain top talent. Our recruitment company stands out for several reasons.

We are Your Strategic Partner

Our experienced recruiters understand the importance of finding the perfect candidate to help your team thrive. We work with you to understand your unique business needs and provide strategic services so you can achieve your hiring goals.

Making Career Dreams a Reality

Connecting people with their dream careers is a business we take seriously. Through dedicated talent solutions, our recruiters work hard to have a positive impact on the careers of all of our candidates.

Providing exceptional service and solutions that
meet the needs of both candidates and clients

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Filling Roles with Limited Available Local Talent Options

How do you fill a role when there is limited local talent within a specific skill set you are seeking? 
Our national teams have run hundreds of these types of searches over the past five years. We have strong opinions and anecdotal evidence as to how you can accomplish these feats. 
In order to illustrate this properly, we’ll examine a functional discipline where this problem presents throughout the United States, Fund Accounting searches outside of New York City. 
Alternative asset managers have grown tremendously outside of the Greater New York City Area, yet many find themselves in markets where potential available support staff in competitive firms are nonexistent, and comparable professionals have limited to no awareness of Private Equity Funds or Hedge Funds. 

According to research from LinkedIn Talent Insights as well as candidate populations from our proprietary database, there are around 5,000 Staff and Senior Fund Accountants in the United States.  New York has around 1,000 of these professionals. 

The top five cities include New York, Boston, Philadelphia, Chicago, and Salt Lake City. 

Miami has become a very popular destination for Alternative Asset Managers, however, less than 100 Staff and Senior Fund Accountants reside in the city. 

If your business moves to or is in a city like Miami, searching for this level of candidate can be difficult.  If we assume around a 10-20% turnover rate throughout the country, there may only be 4-5 viable candidates for an open position. 

When presented with this data, a specific search plan from an experienced firm is necessary to complete a search in a timely fashion. 
Here are the typical options we present in these situations, assuming the local options are not considered plausible. 

Relocation Hiring 

We have completed many searches involving relocations.  The trick is to understand the motivations for an individual to move.  Employees need a compelling reason to change their life beyond the employment opportunity.  Careful vetting is critical to completing a successful placement with this strategy.  These types of options typically take much longer and usually come with a greater cost and a higher chance of failure. 

Remote Hiring 

We saw a major surge along with the rest of the market in terms of remote hiring.  The appetite has decreased for these types of arrangements, but some firms are still utilizing this strategy.  The clear benefit is total access to the available candidate population.  We have seen extremely successful hires with remote hiring.  Because of logistical concerns, time zone, working hours, and candidate/employer planning, all are critical to ensuring a long-term successful relationship. 
Build Strategic Office, or Utilize Existing Alternative Office 

Often, firms will have a presence in multiple cities or states increasing their access to a niche candidate population.  The benefit here is that the employee will still have collaboration and engagement with other individuals from the firm.  It is important that a senior leadership professional in the organization will agree to mentor and support any hires outside of their typical structure should this strategy be employed. 

If no alternative office exists, many of our clients have tasked us with building a strategic office in cities with a larger talent pool of the near and long-term anticipated needs for the business.  This is an excellent option, and again usually needs a senior leadership professional who is motivated and empowered to manage and grow these teams. 
Finding Similar Skill Sets Locally 

When examining all options, we feel this is by far the most underrated and consistently underutilized strategy.  Options 1-3 will all provide excellent outcomes when executed with the right parameters in place, however taking the time to train a strong and motivated junior professional will typically yield equal value.  By accepting alternative skill sets, the talent pool will naturally widen within a geographical area.  The most important piece to completing a successful search with this strategy is engaging with a firm that has a history of these types of placements.  Candidates must have some type of motivation to learn these skill sets and develop industry knowledge, and that must be vetted carefully to ensure a mutually beneficial long-term relationship. 

If you have any questions or comments, please contact our Accounting and Finance team. Additionally, if you have a difficult search or would like to learn more, be sure to check out our practice page to connect with us!  

Reflecting on 20 years of Growth and Innovation: Founders’ Perspective

As Green Key Resources celebrates its 20th anniversary, founders Andrew Chayut, Robert Kahn, and Matt Kutin came together to reflect on the last two decades and share their thoughts on the company’s path to success. 

The founders expressed how honored they are to continue to lead Green Key’s talented employees. They remain humbled by the impact the company has made in the lives of countless employees, clients, and candidates. Join them as they take a trip down memory lane, explore the core values that have guided the firm’s growth, and look ahead to the exciting opportunities that await us in the future. Welcome to Green Key’s story.  

Reflecting on the Journey 

From our humble beginnings to becoming a leader in our industry, Green Key has witnessed tremendous growth, navigated industry shifts, and overcome challenges. We have maintained our core values and commitment to fostering an inclusive culture, while also harnessing the collective intelligence of our employees.  

Twenty years ago, our founders set out with a vision to create a workplace where every voice mattered, every idea had the potential to make a difference, and where a competitive yet healthy environment thrived. They believed in the power of diversity and collaboration to drive innovation and sustainable growth, and that belief continues to guide our firm today. 

“While growth introduced the necessary structure, I still feel the entrepreneurial spirit that ignited our inception persists, creating an environment that fosters innovation and collaboration,” said Rob. 

From our earliest days, we recognized the importance of embracing technology to stay ahead in the rapidly evolving landscape. “When thinking about how the industry has evolved, technology is at the forefront; and certainly, that’s the preeminent revolution in the way most companies operate across the spectrum. For us, it allowed us to increase our reach across our various offices and to dig deeper into our client’s multi-state needs,” said Andrew.  

 As pioneers in leveraging digital platforms for talent acquisition, Green Key has continuously adapted to industry trends, while employing the power of data analytics, AI-driven tools, and social media platforms to connect top talent with leading organizations. 

One of the hallmarks of our journey will always be the stories and experiences that encapsulate the spirit and culture of the firm. From the thrill of matching a candidate with their dream job to the satisfaction of helping a client build a high-performing team, each success story has reinforced our passion for what we do and the impact we make. 

The Bumps Along the Way 

Of course, the path to success has not been without its challenges. From economic downturns and industry disruptions, to fierce competition and talent shortages, Green Key has faced obstacles head-on by leveraging resilience, adaptability, and creativity to overcome adversity and emerge stronger than ever. 

At the heart of our success lies a set of core values that have guided our growth and shaped our culture. “Our core values encompass integrity, well-being, growth of our teams, innovation, teamwork, persistence, education, and learning to stay relevant,” said Rob.  

Integrity, transparency, and professionalism are not just buzzwords for us – they are the foundation of every interaction, decision, and relationship we build. We believe in treating every candidate, client, and colleague with respect and dignity, while fostering trust and loyalty that extends far beyond transactions. 

Why Green Key? 

So, why do we choose to work at Green Key? It’s simple – because we believe in our mission, our values, and our vision for the future. We are driven by a shared passion for connecting talent with opportunity and making a meaningful impact in people’s lives. We provide a supportive and collaborative work environment where employees are empowered to grow, learn, and thrive.  

Our clients choose to work with us because they trust our expertise, integrity, and commitment to excellence. We take the time to understand their unique needs and challenges, offering tailored solutions and personalized service that deliver results. Our track record of success and long-term partnerships speak volumes about the value we bring to organizations of all sizes and industries. 

Our candidates choose to work with us because they know we have their best interests at heart. We are not just recruiters – we are career advisors, mentors, and advocates. We take the time to understand their skills, aspirations, and values, matching them with opportunities that align with their goals and ambitions. Our dedication to their success sets us apart and makes us their trusted partner in their career journey. 

The Future 

“The future is now for our firm, with the rollout of so many new recruiting tools to analyze and predict our own performance trends. It’s never been about imagining a particular size or geography of our firm,” mentions Andrew. “It’s always been about building an organic mesh of incredible people who will collaborate using new and established mediums to build exciting pathways to great clients and candidates that fuel the economy.” 

So, there’s no doubt that as technology continues to reshape the recruiting industry, we will remain committed to staying at the forefront of innovation; leveraging emerging tools and strategies to deliver even greater value to our clients and candidates. 

 As we celebrate 20 years of Green Key Resources, we are grateful for the relationships we have built, the challenges we have overcome, and the opportunities that lie ahead. With a firm foundation of values, a culture of vision, and a passionate team by our side, we are excited to write the next chapter of our story and continue making a difference in the world of recruiting.  

#WeAreGreenKey: Spotlight on Christina Kinchen

Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting team.  

Recently, we met up with Christina Kinchen, Senior Recruiter on the Pharmaceutical team at Green Key. Christina is a seasoned professional who has nearly two decades of experience. For the past seven years, she has been a part of the pharma team, leveraging her extensive expertise to attract and secure top talent for our clients.

How did you first get started in Pharma recruiting?

I graduated with a bachelor’s degree in psychology and was not ready to get my master’s. I saw an opening for a biometrics recruiter and applied and this is what I’ve done ever since. I felt the job was a great opportunity for me to use what I learned in school and help people at the same time. I started working at Green Key seven years ago working on the pharma team recruiting with a focus on biometrics temp positions and now I work on both the temp and perm sides of the business.

What have been some of the most rewarding aspects of your career?

Helping people find jobs, especially during difficult times like in 2008-2009, which was a challenging time for the country.  It is also rewarding to see a career advance and grow over the years.  When they thank you for helping them, that is the most rewarding of all.

What advice would you give to candidates looking to stand out in the Pharma job market?

In a competitive job market, you need to be persistent with your job search, make sure to do your homework, and leave a good impression. Clients want to know that you like their company, and you are genuinely interested in their company, that you have done your research. Personality is a big part of leaving a lasting impression. I always advise candidates to smile because I do believe if you are too worried, you’re not really going to be present and show your personality. Companies want to make sure you are a good fit and will get along with other people on the team. I know interviews can be hard because you are focusing on so many distinct aspects but remember to take a deep breath and just let your personality come through and enjoy the process as much as possible.

How do you stay updated on industry trends and developments to better serve your clients and candidates?
I subscribe to various newsletters that update me on what is happening in clinical research. I also read a lot of articles on LinkedIn, and I speak with my candidates about any changes or new technologies. I learn a lot from them, for instance they are the ones who help me better understand new terms or technologies so I can do a better job for my clients and candidates.

What are some key factors that clients typically consider when selecting candidates for Pharma positions?

A lot of my positions are very technical, so the technical skills are going to be number one. They want candidates who have worked on clinical trials. They may need additional skills or experience, like oncology, python, or R programming language. Another factor is communication skills, clients want to know that you’re able to communicate with a variety of people. But industry experience is usually the first thing they look for.  

As Green Key approaches its 20th anniversary, how would you describe your experience since starting here?

Oh, I love it! I love the people at Green Key, from my coworkers to my managers. Everyone is given the space and resources to be successful. Everyone is very supportive and collaborative, they are all just really good people.  It does not matter if you are an admin, account manager, or a recruiter, you are just as important, and it makes everybody feel valued and truly part of a team. Not every company can do this.