Calling All Corporate Superstars: Time to Hire an Agent to Manage Your Career?

By Christina Breda

Behind every great Hollywood star there is an agent—busily working in the background to scout out the next great project, wheel and deal and promote, promote, promote. The agent is manager, coach, marketer and advocate, all rolled into one. It makes sense for Hollywood high flyers, who need a plugged-in set of eyes, ears and mouth doing all they can to ensure their star continues to rise. But does the same apply for rising corporate stars?

The Entertainment Niche

Neal Lenarsky, founder and president of Burbank, Calif.-based Strategic Transitions Inc., who in the past handled outplacement and executive search for companies such as PepsiCo and The Walt Disney Company, focuses primarily on entertainment, consumer goods and retail. Incorporated in 1996, STI now represents chief marketing officers, vice presidents of marketing, chief financial officers and chief executive officers.

While his clients tend to be high-level, Lenarsky doesn't limit himself to the top three. In addition, Lenarsky doesn't build companies around executives, but works to place executives in existing organizations. "I help them navigate in their present company and build their own personal revenue through promotions within the company," says Lenarsky. "I'm their product manager or brand manager."

As such, he helps executives to evaluate and then pursue career-building strategic relationships. And, he helps them extend their network by gaining press and industry exposure and by increasing their responsibilities in their current job.

Although most executives don't start thinking about promoting their own talents until they are in search of a job, Lenarsky says his clients are not typically in transition when they hire him. "Someone who is unemployed would be better off concentrating all of their resources on getting their next job," says Lenarsky. "Once they're in, they should promise themselves that they will take care of their career in the future."

Lenarsky collects his fee from the executive. When hired by an executive, STI receives an upfront retainer of three percent of total cash compensation. For ongoing management STI gets six percent of the compensation the executive receives when he secures the next position.

March, 2001