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December 2013

Valerie Frederickson & Company

As we get ready to wrap up our 18th year in business, I wanted to share with all of you an update on our business and on the HR landscape in general. It’s been an interesting year, with client companies in different sectors and geographic locations showing dramatically results—social media companies going public and hiring 10,000-plus employees; B2B companies showing steady growth but still watching their spending carefully; large employers in mature industries finding it increasingly difficult to retain key individual contributors and managers; and certain companies in biotech and gaming continuing to struggle on many fronts.

At VF&Co, we have seen demand for the full breadth of our services remain strong. HR executive search needs are increasing and we have successfully conducted numerous critical, high profile searches this year, including filling four HR positions for a globally prominent social-media company, as well as placing the Head of Talent Acquisition at another major social-media company that recently completed a very successful IPO. One key factor to be aware of with executive search, about which I was quoted in the Wall Street Journal earlier this year, is that most corporations are extending the amount of time it takes them to make hiring decisions. These drawn-out searches have slowed down our execution statistics in general, but have also allowed us—led by Mathilde Pribula, a Partner and long-term employee in our firm—to help certain clients take advantage of blue-ocean recruiting tactics and snap up the best candidates while other companies dither.

Meanwhile, a study I conducted back in 2002 showing that most Fortune 100 corporations lacked a healthy bench strength in HR has played out true, with increasing numbers of major corporations from around the country contacting us to help them secure both CHROs and key divisional HR leaders. The difference from some years ago, though, is that while there is still a shortage of HR up-and-comers, what has increased is the desired level of strategic sense and sophistication in the candidates. As business gets more and more complex and competitive, senior executives want more and more from their HR leaders and HR business partners. Additionally, the need to promote young individual contributors into management positions and quickly get them up to speed quickly has caused an increase in demand for executive coaching. This area remains the Wild West of unregulated, unlicensed, under-scrutinized consulting, with prices ranging anywhere from $200 to $3,500 an hour, many companies oblivious to the duration of the assignment or to specified goals, and some coaches stepping greatly outside of their bounds. In response, our firm has expanded its executive coaching practice to include setting up and managing coaching programs for corporations, in addition to providing what I dare say are some extremely qualified coaches.

On the other side of the coin, we’ve also seen an uptick in corporate outplacement services this year, though the demand is coming from a healthier place than it was a few years ago. Rather than the mass layoffs seen all too frequently during the downturn, companies are now eliminating low performing divisions in order to cluster investments around more successful units, or are merely providing career transition services to valued employees whose skills are no longer needed. The strategic differentiator for us on the outplacement side has been our high utilization rates, averaging around 95%, coupled with our ability to provide a boutique experience in as many as 137 U.S. markets. I’m proud to say proud that for five years running we have been the outplacement provider of choice for the largest professional services firm in the country, tackling such difficult assignments as simultaneous onsite take-outs in 24 locations with less than 10 days’ notice.

Finally, our compensation consulting practice has remained busy, with demand coming from companies of all sizes. Our senior consultant ran executive compensation at a Fortune 5 corporation before joining our firm as our eminence grise, and supported by James Holland, a long-term Partner and CFO in our firm who has run total rewards functions globally, we have successfully executed on projects covering a full range of tactical and strategic compensation issues. Recent projects include assisting a major semiconductor company in finalizing a successful total compensation offer for their new CEO, assessing the competitive position of a company’s Board of Directors compensation structure, and designing winning equity programs for both pre- and post-IPO companies.

Changes to our small but global firm in the past year include hiring Kristen Dodenhoff (Spanish), a recent UC Berkeley graduate, and Allison Duforez (French), who has an MBA from the Sorbonne and worked as a HRBP for the largest investment bank in Europe, into our executive search practice, where they join Louise Rother (German). On the Operations and Outplacement sides of the business, we added Josh Belton (Polish and French), who has an MPhil from Oxford and worked for a major art auction house before joining us. Josh has generally helped class up the joint and has dived successfully into execution and management of projects with our numerous career transition clients.

Happily, Michele Li remains a Director with our firm, liaising with many of our new clients, including those who speak Mandarin or Cantonese. Many of our outplacement consultants also remain the same, including the fabulous Simona Cherlin in San Diego and Jim Howard in Sacramento, as well as our esteemed Senior HR consultant, John Motroni. We have also deepened our ties with CalibreOne, an executive search firm that does “everything but HR,” and have enjoyed sharing many clients with them. Let me know directly if you would like an introduction.

My advice for clients reading this newsletter in early December is threefold: 1) Any HR positions that you would like to have filled by February should be started immediately so that there is ample sourcing time before the holidays arise; 2) If you are considering postponing layoffs until the first week of January, our research shows that employees who have been laid off in January all say that they would have preferred to know before the holidays so that they could have curbed their spending. They also have an easier time networking in December, since most people are on the job but have slowed down and are more willing to meet for lunch or coffee; and 3) If you would like to avoid spending your precious night and weekend hours preparing to be grilled at your next Compensation Committee meeting, now would be a great time to have a conference call with our Compensation Consulting team.

To spread some goodwill at this time of year, the team at VF&Co is helping to “adopt” 24 poor families with “multiples,” i.e. twins or triplets. Through the Mid Peninsula Parents of Multiples’ Helping Hands charity, we have selected 24 extremely needy families, including one young immigrant family with premature triplet baby girls living in an unheated garage who can’t even afford so much as a diaper pail. We’re putting on a holiday party for these families on December 7th, and will provide a hot lunch, individual family photo portraits, carols, children’s books in Spanish and English, and clothing, books, toys, and bikes for all the kids. A number of individuals and families in the area are adopting some of these families or a half a family, and we’re putting it all together—a big job. If you’d like to help out in any way, just let me know.

This month I’d like to thank Sharon Jordan for her friendship and support.

Have a great end of the year, and happy holidays to all of you.

Take care,

Ask Valerie

To submit your most daunting HR questions, email us at or visit us on Quora.

QWe need to do a reduction in force and are targeting mid January or early February. Does that timing seem reasonable? We don’t want to ruin people’s holidays.

It’s better to lay them off before Christmas so that they can curb their spending now. That’s what every survey I’ve ever conducted showed as the one thing employee wished were different.

QI’m a CFO and also the VPHR for a venture-funded company. We are fine with compliance, but really haven’t done much with HR apart from that. We have about 100 employees. What are some of the areas I might want to focus on?

The question might be rephrased as: “What are some areas to not focus on?” Seriously, I would suggest you bring in an HR consultant to do an assessment and interview the business leaders. Take the list of recommendations and prioritize them. I best major areas are compensation, recruiting, onboarding, culture, executives fighting, performance management feedback desired but not being shared, training, and more.

QHow do we know if we are spending too much on executive coaching and if it is even effective?

You should read the Harvard Business Review articles on this to start, and then approach this the reverse way. Start off with your strategic plan, figure out what skill sets your company requires, evaluate your workforce’s skills, then using a Learning & Development type of expert, figure out how best to train the workforce. Coaching might be part of it, but cohort groups, classes, and development opportunities, or even shadowing, might be better. If you do offer coaching, have it be for a specific length of time to address specific, measurable skills.

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Current Executive Searches

HR Executive Searches

An internationally-renowned, Asian Pacific ecommerce company, coming off a decade-plus of extremely strong growth, needs their first Head of HR to build the entire function from scratch and create scalable processes that can be applied to their global offices in the U.S., Europe and APAC. Initially reporting to the CFO, this Head of HR will provide guidance and support to a visionary executive team and manage a high-performing group of recruiters. A hands-on HR generalist with extensive business partner and international experience, and the ability to gain trust and coach and influence business leaders is ideal. A love of learning and adventure is preferred. Submit Your Profile

A rapidly-expanding big data startup with a 100% growth rate, year on year, needs their first Head of HR to assess their current HR infrastructure and revamp for scalability. Reporting to the C-suite, this Head of HR will provide coaching and HR leadership to the executive team and oversee a lean but effective talent acquisition team. An up-and-coming HR executive with startup experience and a strong generalist/business partner background, combined with global expertise in Southeast Asia, is ideal. A straightforward, analytical-minded individual with an excellent education will be very successful in assimilating to the company culture. Submit Your Profile

A publicly-held, highly innovative B2B SaaS company coming off a successful IPO needs a VPHR who will further develop the HR function into a scalable, global, best-in-class organization. In partnership with the CEO and executive team, this HR leader will help shape the talent, culture, and organizational strategies during a time of transformation and growth. A highly professional, energetic and strategic HR executive who relishes the challenge of fostering a hard driving yet fun culture is ideal. A diverse HR background with significant exposure to talent acquisition and talent management systems and programs is critical. Submit Your Profile

A non-profit health services company spanning the Midwest needs an experienced strategic Vice President of HR to take their HR function to the next level. This VP will assess and revamp every part of the function and create the HR blueprint for this company moving forward. A creative and visionary leader who can inspire trust, communicate across all levels of the organization and has proven success in creating innovative talent acquisition, total rewards, and learning and development programs is ideal. The ability to influence and build consensus will be critical. Submit Your Profile

A world leader in financial services, with offices in 100+ locations globally, needs a senior executive to oversee their team of business partners around the world. Reporting to the Chief HR Officer, this VP will oversee HR professionals who support more than 25,000 employees, acting as a mentor and sounding board for strategic HR initiatives in support of each respective business unit. A strong generalist background in a financial or professional services organization, ability to influence in a heavily matrixed organization, and training and leadership development expertise will be ideal. A culturally-sensitive, super-organized, confident business leader, preferably with some experience abroad, is essential in inspiring a widely-dispersed global team to continue to excel independently and collectively. Submit Your Profile

An innovative, well-recognized internet company, founded by technology visionaries, needs a Vice President of Talent Acquisition as it continues its exponential growth. Reporting to the Chief HR Officer, this Talent Acquisition leader will manage a global function, evaluating the overall processes and procedures, assessing and rebuilding teams, developing employment branding and social media strategies, and partnering with hiring managers on workforce planning. A creative, hands-on talent acquisition pioneer with the sophistication to work directly with the CEO on key executive hires and collaborate closely with the CHRO and other HR leaders to identify key talent attraction programs is ideal. Prior experience overseeing full-cycle recruitment on a global scale is key. Submit Your Profile

A public, $15B engineering and technology holding company, headquartered in Europe, needs a Head of Diversity & Inclusion to join their global talent management team. This Director-level executive will be tasked with taking Diversity & Inclusion theories and industry best practices and translating them into actionable items and programs for implementation across the globe. The ability to adapt programs to address cultural differences, to educate the organization as a whole on the importance of these programs, and to build trust with global business leaders is ideal. This is a new, high-profile role within the organization so excellent communication skills and the ability to thrive under pressure will be the key to success. Submit Your Profile

An award-winning internet market leader, and that continues to grow both organically and through startup and IP acquisitions, needs a Senior Director of Total Rewards to lead their compensation, benefits and HRIS strategy. Reporting to the Head of HR, this TR executive will be responsible for structuring an effective total rewards strategy to support the company in attracting and retaining the right mix of talent. A dynamic, think-outside-the-box personality will fit in well with this team. Experience presenting to the Board of Directors and a wicked sense of humor is non-negotiable. Submit Your Profile

A creative-minded, VC-funded ecommerce company with a sophisticated, passionate leadership team needs a superstar #2 HR person to help scale the HR function for an ambitious growth trajectory, including into the European and Asian markets. This person will be the successor to the incumbent Vice President of HR. The ideal candidate will be a strong up-and-comer, well-versed across all disciplines of the function, who thrives in chaotic environments and is ready to prime him/herself to become the Head of HR for a successful pre-IPO company. Prior experience building teams and growing global offices is crucial to success. Submit Your Profile

The most well-known media and entertainment company in the world needs a Corporate Director of HR to drive the strategic vision for its corporate shared services organization. Reporting into the CHRO of the parent company, this HR leader will provide leadership and support to HR business partners that support all corporate functions heads, in addition to managing the entire corporate HR shared services group. A confident, influential HR executive with proven success building world-class HR organizations at well-respected, name-brand companies is ideal. An entrepreneurial spirit and prior expat experience is highly-desirable. Submit Your Profile

An international non-profit with a dedication to providing disaster relief services in under-resourced countries around the world needs a Regional Director of HR for their Southeast Asia offices. Reporting to the Global Vice President of HR with a dotted line to the Business Leader for the APAC region, this Regional HR Director will oversee a dedicated team of on-site area HR managers, who manage and plan logistics for thousands of volunteers each year. An OD expertise, the ability to assess and make strategic talent and organizational recommendations to the Global VP, and the patience to train and mentor oft-inexperienced managers will be ideal. The dedication to overcome chaotic and challenging circumstances that inherently pop up in a global non-profit will be the ultimate test for success in this role. Submit Your Profile

A globally-recognized, privately-held asset management company needs a Director of Human Resources to assist in fully integrating new acquisitions as well as lead the HR function for the hospitality arm. This HR director will manage a team of consultants in supporting a 700-person group. A bright, driven, and highly-motivated up-and-comer with management experience, rapid career ascent, and a background in hospitality is ideal. Experience in private equity, venture capital, investment banking, or financial management firms is highly-desired. Submit Your Profile

A mid-sized, publicly-traded, highly-innovative consumer electronics company needs a Director of Learning & Development to lead the global function. Reporting into the SVPHR, this L&D exec will collaborate with business unit leaders and their respective HR business partners across the globe to design and roll out L&D programs as the company shores up its bench strength for the next few years. A proactive and creative leader with a passion for career development and career pathing for employees of all functions in a fast-paced, technologically-driven environment is ideal. Cultural sophistication is imperative as this Director will be supporting groups across Europe, Asia and the Americas. Submit Your Profile

A privately-held semiconductor company on the cusp of an IPO needs a Director of Learning & Development to build their L&D function from scratch. Reporting into the VPHR, this Director will have global reach in developing L&D programs for the Americas, Europe and Asia. An innovative, tech-savvy do-er with the ability to both envision and implement creative programs in support of succession planning will be ideal. The ability to communicate effectively to all levels, from executive level down the line to engineers, is critical to success. Submit Your Profile

A well-known global biotechnology giant, headquartered in Europe with clinical and scientific arms in 140 countries on 6 continents, needs a Director of Organizational Development to help shape the future of the U.S. arm of the company. Partnering closely with the country Head of Talent Management and the country Head of Staffing, this OD expert will provide change management expertise on key initiatives that include organizational structure design, organizational assessment, succession planning and leadership development. A collaborative, big-picture oriented OD executive who can provide strategic counsel to the U.S. executive team while engaging actively with all employees to continue to promote the company culture of organizational excellence will be ideal. The ability to communicate concisely and proactively to global counterparts will be pivotal to success. Submit Your Profile

The largest and most successful consulting and advisory firm in the state needs their first Director of Talent Acquisition to help shape the recruitment strategies as they continue a sharp growth trajectory. Reporting directly to a member of the executive team, this Director will need to build a roadmap for the recruitment function and help identify and build the succession plan moving forward. A visionary TA leader who can experiment with creative talent recruitment and retention programs, both in the design and execution phases, will be the ideal fit. A long-term commitment to reside in Hawaii is critical. Submit Your Profile

A wildly-popular, hip, high-growth B2C e-commerce company needs its first Director of Talent Acquisition to lead the function globally. Reporting to the VPHR, this TA leader will need to develop and implement a global talent acquisition and talent management strategy focused on identifying and developing the right mix of engineering and creative talent worldwide. A left-brained but metrics-driven trendsetter who has developed unique employment branding programs and successful diversity and inclusion initiatives is ideal. A down-to-earth personality is paramount in fitting in with the team. Submit Your Profile

One of the largest, highest-ranking healthcare systems with almost 15,000 employees and 50 locations needs a Director of Talent Management to help strengthen their bench strength across all areas of the business. Reporting to the Vice President of Learning & Development, this Director will need to develop wildly creative strategies to identify, develop and retain high potentials in the vastly-competitive medical and medical services landscape. An up-and-coming senior manager with an organizational development background and experience working with medical and support professionals is ideal. An independent go-getter with the drive and ambition to constantly look for new ways to streamline and improve programs and a dedication to providing top-notch services to the residents of the Southeast will be a perfect fit. Submit Your Profile

One of the largest food and beverage companies with brand recognition across the United States, Canada and Central America needs a Director of Talent Management to collaborate on and roll out TM programs to support their long-term growth strategy, particularly in the organic market. A key member of the HR management team, this Director will be responsible for all new initiatives and programs to foster employee engagement across the entire business. A detail-oriented personality with a push-the-envelope mentality, who can build and sell business cases to influence and align senior leadership to creative talent programs is ideal. This is a great career move for a strong senior manager of L&D or Talent Management who is interested in running their own show. Submit Your Profile

A SAAS company that recently went through a successful IPO and is growing rapidly needs a Head of Compensation & Benefits to manage the overall strategy for their total rewards programs. Reporting into the Vice President of HR, this Director of Senior Director C&B expert will build and manage a team of analysts and hold responsibility over all vendor relationships. A smart, multi-tasking compensation leader with hands-on experience in all areas of compensation, recent exposure to global standards and compliance, and knowledge of benefits and open-enrollment is ideal. Prior experience presenting to the board will be a huge sell. Submit Your Profile

A growing retail SAAS company, a leader in its space, with headquarters in the United States and technical and sales staff scattered across Europe, APAC and South America, needs a Senior HR business partner to support their technology groups. Reporting to the Vice President of HR, this HR leader will build and maintain a strong partnership with the CTO and key leadership within the technology business units. A strong HR generalist with experience supporting business leaders in a fast-moving, high tech organization and the savvy to liaise with and strategically tap into the shared services organization will be ideal. A former tech or IT profile would be great! Submit Your Profile

An internationally-renowned professional services firm with major U.S. headquarters in New Jersey and Silicon Valley needs a Senior HR Business Partner to have regional responsibility over the West Coast. Reporting into the corporate VP of HR, this HR business leader will support an innovative, dynamic and passionate Founder/Managing Partner and manage a team to support 400+ employees spread across multiple offices on the West Coast. A trendsetting, business-focused HR professional with the ability to transition and communicate smoothly between the East Coast mindset and the more-relaxed West coast mentality will be ideal. This individual is expected to be part of the long-term succession plan. Submit Your Profile

A leading, fast-paced, highly-innovative public technology company, with global offices reaching across Europe and Asia, needs a HR Business Partner to support their Research & Development division. Reporting into an inspiring SVP of HR and mentor, this HR Business Partner will support his/her General Manager and the 300+ employees in her division, with the partnership of a stellar shared services group. A business-savvy multi-tasker with the capacity to quickly grasp the intricacies of a complex, multi-focused technology enterprise and sensitivity to cultural challenges that often arise in diverse employee populations is ideal. The ability to influence sophisticated leaders and drive forward HR objectives in an innovative, rapidly-changing environment is vital. Submit Your Profile

One of the most buzzed-about, pre-IPO startups in Silicon Valley needs a HR team member to help own the employee experience-collaborating on the design, roll-out and execution of a variety of people programs during a time of extremely high growth and international expansion. A smart, proactive, flexible, and creative up-and-comer with a passion for solving people problems and an analytic mindset is ideal. Prior experience in an engineer-driven culture is strongly-preferred. Submit Your Profile

Internal VF&Co Searches

We are looking for senior HR executives who want the excitement of building HR for a startup or the challenges behind strategy, organizational design and change management for Fortune 500's who need support during their search process, while holding on to freedom associated with controlling your own schedule. These are three to six month assignments that can include preparing a company for its IPO, M&A due diligence and integration, or running HR for a 600-employee global SAAS company whose incumbent is on paternity leave. These are high-level strategic HR roles and potential candidates should have extensive experience in the broad spectrum of HR disciplines. Global experience a plus! Submit Your Profile

We are looking for consultants who are super strategic but can also roll up their sleeves and dive in, respond quickly and concisely to client inquiries, think proactively, know when to push back, and are all-around authoritative yet super easy to work with. Both pre- and post-IPO experience needed! Submit Your Profile

As companies look to expand their leadership development initiatives, we are adding to our internal executive coaching team! Coaches who specialize in working with new engineering VP's and Founders a plus. Submit Your Profile

With the continued globalization of our world economy, many companies are looking to expand into new markets, particularly in Southeast Asia and South America. We are looking for executives who have prior experience working in and who are interested in consulting to or becoming an expat for companies who are building their presence in these locations. Submit Your Profile

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HR Consultant & Contractor's Corner

Our hottest global HR contracting and consulting assignments include:

  • HR needs assessment for multiple startups ready to take their businesses through an IPO
  • Interim Head of HR assignments with pre-IPO companies in software analytics, digital advertising, and cloud-based services
  • Advising several European and Asian companies interested in relocating their global headquarters to or building regional headquarters in the United States
  • Providing Venture Capital and Private Equity firms with on-demand HR and compensation consulting for their portfolio companies
  • HR compliance and audits for small and medium-sized companies across various industries
  • Comprehensive review of compensation programs for post-IPO tech companies, including benchmarking and redesigning of short and long-term incentive plans
  • Coaching executive teams through strategic planning for their leadership development function including succession planning and creating career development paths for high potentials
  • Executive leadership mentoring and “on call” support for CEO’s, CFO’s and HR managers at start-up companies in tech hubs that include San Francisco, Silicon Valley, Austin and New York
  • Customized, high-touch outplacement projects for pre-IPO and mid-sized companies in the midst of restructuring or integrating acquisitions

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HR Events

GONCHRA HR West 2014
April 28-30, 2014 – Oakland, CA

GOSHRM 2014 Annual Conference
June 22-25, 2014 – Orlando, FL

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Spotlight on...

Are RSU's right for you?

A growing number of companies, both public and private, are now using RSU's (Restricted Stock Units) in their equity program. From the employee's point of view, RSU's offer greater surety than stock options, which only have value if the share price increases. The benefits for the company? Less dilution for shareholders (RSU grants are generally smaller than option grants) and a powerful attraction, retention and motivational tool. Equally important questions that have to be answered however are not compensation related and will require the involvement of your finance and legal departments. The tax considerations for RSU's are different, as is the accounting treatment.

For additional help on this or any other compensation topics, or to schedule a free introductory call with Senior Compensation Consultant, Stan Malkiewicz, email or call 650.614.0220.

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About VF&Co

Valerie Frederickson & Company (VF&Co) is a human resource executive search, HR consulting and corporate outplacement firm known for helping clients build and sustain winning teams in today´s rapidly changing marketplace. Since 1995, VF&Co specializes in creating customized solutions to meet an organization´s human resource needs at every stage and size from start–up to Global 500.

Outplacement Practice

Re–evaluating your outplacement vendors? Require a higher utilization rate for your outplacement dollar? Need higher touch services and consistency across all markets? Since 1995, VF&Co is the outplacement firm of choice for sophisticated corporate buyers. Join the numerous Fortune 500 employers and small firms who have selected us over their previous vendor and are now enjoying the best of both worlds: each employee well taken care of, and consistency in every city.

Price shopping or need to customize a program? Contact our Corporate Outplacement Team at 650-614-0220 or email them at for more information on our outplacement services.

HR Consulting Practice

With the dramatic increase of global technology outsourcing and the continued geographic dispersion of corporate teams, the need for international human resources strategy, design, and project implementation has increased. Our global team of HR consultants has the specialized skills and breadth of expertise to develop and lead your initiatives—saving you time, money, and resources. We can manage the international recruiting function, help you hire key local managers or an entire startup team in an overseas market, and establish HR systems for global expansion.

Why clients choose VF&Co:

  • Results-driven, value-oriented. To keep your HR programs in line with your corporate direction, we provide HR strategy, cost-effective HR infrastructure, and pragmatic HR advice across all critical areas of human resource management.
  • Any size, any stage. We draw upon years of experience with startups, midsize firms and large global enterprises to guide our clients strategically through any stage of growth.
  • Work smarter, not harder. In survey after survey, CEO's say the number-one issue keeping them up at night is "people problems." We help you solve them so that you can get back to focusing on your business.

Contact our HR Consulting Team at 650.614.0220 or email them at for more information on our HR consulting services

Executive Search Practice

Why clients choose VF&Co as their human resources-specialized executive search firm:

  • Prompt results. The average time from start of search to presentation of the winning HR candidate is 21 days. 50% of HR searches are completed in less than 45 days.
  • Superior results. More than 95% of HR executives placed by VF&Co are still with their companies five years following placement.
  • High client satisfaction. More than 90% of the firm's work is either repeat business or from referrals. A number of clients have been with VF&Co for more than a decade.

You get:

  • Access to the best global human resources executive talent available through extensive networks built upon long–term relationships with U.S. and global executives
  • Customized HR executive search solutions that fit your goals, budget and timeline
  • Interim HR management during the search process, followed by an assimilation period to ensure a smooth transition

Interim HR management during the search process, followed by an assimilation period to ensure a smooth transition Contact our human resources executive search team at 650.614.0220 or email us at to learn how your organization can reap the benefits VF&Co can deliver: Improved performance and greater success through your most valuable asset—your people.

Diversity Statement

VF&Co welcomes and encourages all diversity candidates to contact us directly. We highly value the diversity of our VF&Co team, placement of diverse executives into our client companies and our diverse clients, candidates, and supplier partnerships. We want to help swing the pendulum the other way.

About Our Newsletter

The VF&Co newsletter, "VF&Co In the Know," and VF&Co Executive Search Update are the intellectual property of Valerie Frederickson & Company. They are a free resource to business professionals. To subscribe to this newsletter, email

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