WellesleyWeston Magazine

FALL 2017

Launched in 2005, WellesleyWeston Magazine is a quarterly publication tailored to Wellesley and Weston residents and edited to enrich the experience of living in two of Massachusetts' most desirable communities.

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bers from New York to Wellesley. When things settled down and she was ready to return to work, Usen couldn't find a way in. "It was bru- tal," she recalls. "There was no established path. There was no way in the door." Usen's job search came to a quick halt when her husband was diag- nosed with cancer and her father needed a kidney transplant. In the years that followed, Usen cared for her husband and father, and later for her son, who shattered his leg in 23 places in a ski accident. When her father and husband passed away within weeks of each other, Usen served as executor of both of their estates. "My career pause ended up lasting 15 years." she explains. Fortunately, Usen's story doesn't end here. A few years ago, she re- sumed her job search and was delighted to discover a handful of orga- nizations dedicated to enabling professional women to return to work. Addie Swartz's latest venture, reacHIRE, was among them. reacHIRE works with innovative companies that are committed to developing alternative talent acquisition strategies. "We look for part- ners who see the value of the skills, perspective, loyalty, and leadership that returning women bring to the table," Swartz explains. The Concord- based startup has successfully expanded its Power Up Program™ for returning professional women across the country. Here's how it works: reacHIRE gets to know a company's unique busi- ness needs and culture and when it is given a mandate to fill a position(s), it carefully selects and prepares top talent for that role. reacHIRE identi- fies potential candidates for the positions from its talent pool, and pro- vides the training, mentoring, and support that candidates need to be successful in the search process and on the job. If the candidate is hired, the company agrees to support her with on-the-job direction, learning, and experience. reacHIRE candidates may be considered for project assignments, often referred to as returnships, or for permanent roles. Goldman Sachs introduced returnships — internships designed specifically for women wanting to return to work — to the market in 2008. At the time, Goldman viewed these temporary positions as a vehicle for sourcing contract work, not as a way to recruit full-time professionals. Today returnships are primarily viewed as a trial run, an opportunity for potential employers and employees to assess whether they are a good fit. If it is a good fit, returnships often convert into full-time positions. Sigrid Usen RMR Group 134 W e l l e s l e y W e s t o n M a g a z i n e | f a l l 2 0 1 7 business "training, mentoring, and support"

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