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Apr 24, 25

#WeAreGreenKey: Spotlight on Natalie DiDesidero  

Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse corporate teams. 

Recently, we had the opportunity to meet with Natalie DiDesidero, Senior Recruiter on our Talent Acquisition team at Green Key. With over 14 years of experience in talent acquisition, Natalie has seen the industry evolve and understands what it takes to find and place top candidates in an ever-changing job market. Her deep knowledge of recruiting strategies, relationship-building, and talent development makes her a valuable addition to our team. 

In this feature, we’ll dive into her career journey, what brought her to Green Key, and her vision for the future. 

Can you tell us a little about your background and what led you to a career in talent acquisition? 
 
Talent Acquisition and Corporate recruiting are about more than just finding the right candidate for a role – they are about shaping the future of an organization and creating meaningful opportunities for individuals.  My journey into recruiting began in 2007, when I was looking for a career that combined my competitive drive with my ability to connect with people.  I quickly realized that recruiting was not just about filling positions, but about understanding a company’s culture, identifying talent that aligns with its goals, and fostering lasting professional relationships.  With that said, in 2010 I found myself interviewing for a talent acquisition role because I wanted to share with others a company that I believed in.   

What are some of the biggest lessons you’ve learned throughout your career?  
 
Throughout my recruiting career, I’ve gained valuable insights that have shaped my approach.  One the most important lessons is that listening is far more powerful than speaking.  Recruiting isn’t just about reviewing resumes, it’s about building meaningful relationships.  By understanding a candidate’s motivations and career aspirations, I can gain their trust and help guide them towards opportunities that truly align with their skills and goals, ensuring a strong hiring decision.  Another key lesson is that cultural fit is just as important as technical skills.  While many people can recruit candidates, a successful hire requires alignment with company values and workplace culture.  If a candidate’s mindset and principles don’t complement the organization, even the most impressive qualifications won’t lead to long term success.  Lastly, employer branding plays a critical role in attracting top talent – not just for the company, but the recruiter as well.  High-quality candidates seek out organizations with strong legacies and positive reputations.  As a recruiter, we can help shape and promote that image, ensuring that our outreach resonates with the right individuals and strengthens the company’s brand overall.     

What attracted you to this opportunity, and what excites you most about joining the team?  
 
When I first considered Green Key Resources, the familiarity and trust of former connections – particularly Rich Egloff – gave me a strong sense of confidence in exploring the opportunity.  It felt reassuring to know that people from my former employer had taken the leap from another agency to Green Key.  As soon as I had my initial conversation, I was drawn to Green Key’s dynamic and strategic approach to recruiting.  The leadership style resonated with me, and I could see the significant transformation happening within the Talent Acquisition team – and this is something that I wanted to be a part of – building a department to be stronger than the way I joined it.  Visiting the team in NYC solidified my enthusiasm.  Seeing firsthand the depth of expertise, tenure, and market reputation within Green Key was inspiring.  The experience, the diverse professionals, and the company’s commitment to both business growth and valuing its people made it clear – this was a place where I could thrive and contribute.   

How has your experience prepared you for this senior recruiter role?   
 
Throughout my career in TA, I have developed the skills, insights, and mindset to thrive in a senior role.  I have managed people and helped them develop their skills, along with developing mine.  My ability to identify and attract top talent stems from years of experience in sourcing, relationship-building, and aligning candidates with business needs.  In the past, I have managed everything from talent pipeline development, creation and execution of business strategies to the full cycle recruitment process.  I understand business trends, employer branding, and workforce planning to ensure organizational success.  That said, I have strengthened my ability to be a trusted advisor to both our internal hiring managers and candidates interested in making career changes.  I am eager to leverage my recruiting knowledge, leadership skills, and vision to drive meaningful outcomes and create high-performing teams.  

What are your key priorities in your new role?  
 
As I step into this role at Green Key, my primary focus has been on understanding the business landscape and hiring needs. Over the past few weeks, I have dived into learning about the company’s goals, hiring challenges, and the unique preferences of hiring managers. Building strong relationships with key stakeholders and organizational leaders has been a priority, ensuring seamless collaboration in securing top talent. 

 
Additionally, I am committed to creating a positive candidate experience and strengthening the employer brand, making Green Key an attractive company for top talent.  By leveraging my established network and prior partnerships, I aim to engage talent who may be open to new opportunities. Sharing my firsthand experiences with Green Key allows me to authentically showcase the organization’s strengths, fostering trust and interest among potential candidates.   

What trends are you seeing in talent acquisition, and how do you plan to leverage them?  
 
Companies have shifted their focus from traditional qualifications to behavior-based interviewing, emphasizing the importance of identifying and addressing skill gaps within teams.  My goal is to pinpoint the competencies that our team may be missing and strategically build a talent pipeline to strengthen those areas.  A growing trend in talent acquisition is upskilling – organizations are actively investing in employee development and learning opportunities to maintain their workforce.  Looking ahead, I hope to contribute to this effort from the TA perspective, ensuring alignment with leadership and streamlining the hiring process for greater efficiency and effectiveness with our time.  Lastly, I’ve expressed my passion for employer branding and am actively collaborating with our marketing team to enhance recruitment materials.  By developing engaging content – such as polished job descriptions and marketing collateral – we can provide candidates with valuable insights as they explore opportunities with GKR.   

What advice would you give to someone looking to grow in their recruiting career?  
 
Building a successful career in recruiting requires strategic thinking, relationship-building, and continuous learning.  At its core, recruiting is about people – not just the process.  Investing time in meaningful connections, actively listening, and understanding candidates beyond just their resume are keys to long term placements.  In today’s evolving market, recruiters must constantly refine their approach, particularly with AI reshaping hiring practices.  Staying adaptable, exploring creative sourcing strategies, and sharpening communication skills will set strong recruiters apart.  Equally important is maintaining a selfless mindset – prioritizing the needs of candidates and clients to foster trust and long-lasting relationships. Personal branding plays a vital role in career growth, positioning yourself as a thought leader enhances credibility and creates opportunity within the industry.   

What keeps you motivated and passionate about talent acquisition?  
 
Talent acquisition excites me because it’s more than just filling roles – it’s about shaping careers, making connections, and strengthening an organization. I have watched countless people put their trust in me and take a position with my organization, which has had life-changing impacts on them and their family.  I have witnessed talent that I helped hire get promoted in the organization and be able to buy their first house, which is incredibly fulfilling to me.  Over the past 18 years in the industry, I’ve had the privilege of connecting with hundreds of incredible professionals, many of whom I keep in touch with today.  I remain committed to championing their success, supporting their journeys, and fostering relationships beyond the workplace.    

Outside of work, what do you enjoy doing in your free time? 
 
In my free time, I love spending time with my husband, our three kids, our dog, and extended family.  The grass doesn’t grow under our feet, as our lives are filled with sports and activities that bring excitement and energy.  I find joy reliving my youth through my children’s experiences.  As a multi-sport coach, I dedicate my time to guiding and encouraging them – developing both on and off the field/court.  When I do have a little extra free time, you’ll most likely find me soaking up the sun on a beach somewhere. 

Apr 09, 25

Burnout and Team Size: How Staffing Levels Impact Employee Well-Being

Burnout isn’t just about long hours—it’s about sustained imbalance. And one of the biggest drivers? Team size.

When teams are understaffed, employees are often stretched thin, forced to juggle workloads beyond their capacity. This can lead to increased stress, decreased job satisfaction, and eventually, burnout. According to Gallup, “Employees who feel unsupported or overwhelmed by workload are 2.6 times more likely to say they’re “very often” burned out.”

Why staffing levels matter

Smaller teams can foster tight collaboration—but only when the workload matches the bandwidth. When resources are limited and expectations stay the same (or increase), it creates an unsustainable environment that impacts productivity and morale. Conversely, adequately staffed teams are more likely to report higher engagement, better performance, and stronger retention.

The cost of burnout

Burnout doesn’t just affect individuals. It costs organizations in the form of turnover, absenteeism, and decreased output. Forbes noted that, “Lost productivity and turnover are among the most expensive consequences of burnout. A study in the American Journal of Preventive Medicine estimates that burnout costs American companies between $4,000 and $21,000 per employee annually due to lost productivity and turnover. For a company with 1,000 employees, that could mean losses of approximately $5 million annually. Employee burnout can cost employers 0.2 to 2.9 times the average cost of health insurance, and 3.3 to 17.1 times the cost of training per employee.”

What can companies do?

Assess workload regularly: Keep a pulse on your team’s capacity and adjust accordingly.
Invest in the right hires: Bring in talent that complements your current team and lightens the load.
Encourage time off and boundaries: A well-rested team is a more productive team.
Partner with a staffing expert: Agencies like Green Key can help fill gaps quickly and strategically—so your team stays balanced and burnout-free.

How Can Green Key Resources Help

At Green Key, we work closely with hiring managers to understand your team’s unique challenges and deliver staffing solutions that reduce pressure and increase productivity. Whether you need full-time talent or short-term support, we’re here to help you build stronger, more resilient teams. Ready to give your team the support they need? Let’s connect!

Apr 01, 25

Embracing the Future: From Pharma and Healthcare to Healthcare & Life Sciences 

At Green Key, we’re always evolving to meet the needs of our clients and adapt to an ever-changing market. That’s why we’re excited to announce the rebranding of two of our divisions, Clinical and Pharmaceutical and Healthcare; under the broader Healthcare & Life Sciences umbrella—a move that reflects both our growth and our ambition to deliver even more value to the industries we serve. 

“We’ve never been just a Pharma-focused firm,” said Deloris Jones, Partner at Green Key. “Our expertise already spans across various sectors, from biologics and medical devices to diagnostics and emerging technologies. This rebranding allows us to truly showcase the full scope of what we offer—and opens new doors to even more innovative opportunities.” 

Dayna Galli, Executive Director on our healthcare team added, “Great healthcare starts with great people. As recruiters, we work hard to find the best talent—because every hire isn’t just a job filled, it’s a life impacted. Dedication, integrity, and passion drive us to build teams that truly make a difference.” 

Why Life Sciences? Why Now? 

Todd Gabianelli, Partner at Green Key feels that “The shift from Pharma to Life Sciences isn’t just a name change—it’s a strategic transformation that positions us to better support the diverse and expanding needs of our clients. As the Life Sciences industry continues to grow at an unprecedented pace, driven by advancements in digital health, AI, gene-editing, and more, we recognize the importance of being a trusted partner who can deliver top-tier talent across all these areas.” 

“Our clients are at the forefront of groundbreaking innovations, and they need a recruiting partner who understands their unique challenges and goals,” added Deloris. “By embracing the Life Sciences identity, we’re doubling down on our commitment to not only stay relevant but to lead the way in how talent is found and placed in this dynamic industry.” 

What This Means for You 

For our clients, this rebrand means expanded capabilities, broader expertise, and a recruiting partner that’s equipped to meet the needs of today’s fast-evolving Life Sciences landscape. Whether you’re looking to fill critical roles in clinical, validation, digital health, medical devices, or biotech and academic research, Green Key is now even better positioned to help you find the perfect fit. 

For candidates, the opportunities are limitless. As we expand our focus, you’ll gain access to an even wider range of exciting roles across the entire Life Sciences spectrum, from cutting-edge startups to established global leaders. Our team’s deep industry knowledge and personalized approach mean we’re uniquely positioned to help you navigate your career path—wherever it leads. 

The Future Is Bright 

This transformation is driven by our commitment to stay ahead of the curve and to provide exceptional service to both clients and candidates. By aligning ourselves under the Life Sciences banner, we’re preparing for the future while continuing to build on the relationships and trust we’ve cultivated over the years. 

“We’re excited for what’s ahead,” said Deloris. “This is just the beginning of what we believe will be a pivotal chapter for Green Key. Our focus is on helping our clients innovate, grow, and succeed—and we’re confident this rebrand positions us to do just that.” Together, we’re embracing the future of Life Sciences—stronger, smarter, and ready to help you achieve your goals.

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