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With Small Business Continuum, your business not only reaches but also engages with small business leaders on a platform where they are most active – LinkedIn. By leveraging targeted data, personalized outreach, and verified connections, your LinkedIn strategy becomes a powerful component of your overall marketing efforts, positioning you at the forefront of B2B marketing in the small business sec...

Explore fruitful business relationships beyond borders with the help of our B2B international executive data. Thomson Data provides all comprehensive and current contact data of international executives, which is ideal for strategic planning, email marketing, outbound sales, and more.

McGRAW’s US Business Executives database offers one of the most accurate and comprehensive B2B datasets available today, covering over 91 million business executives with a 95%+ coverage guarantee. Designed for businesses that require the highest quality data, our database provides detailed, validated, and regularly updated information on decision-makers and influencers across the globe.

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Many B2B data providers rely solely on vendor-contributed files, often bypassing the rigorous validation and verification essential in today’s fast-paced, data-driven environment. This leaves companies dependent on data that may lack accuracy and relevancy. At McGRAW, we’ve taken a different approach. We own and operate dedicated call centers both nearshore and offshore, allowing us to directly engage with our data prior to each delivery. This proactive touch ensures each record meets our high standards of accuracy and reliability.

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description: Contact information for each FEB location; abstract: Contact information for each FEB location

A contact list of all government non-executives and their PA's

This data is from Gentry et al (2021) and can be accessed here: https://onlinelibrary.wiley.com/doi/10.1002/smj.3278?af=R

Please cite the data as:

Richard J. Gentry, Joseph Harrison, Timothy Quigley, & Steven Boivie. (2021). Open Sourced Database for CEO Dismissal 1992-2018 (Version 2021.02.03) [Data set]. Strategic Management Journal. Zenodo. http://doi.org/10.5281/zenodo.4543893

This is a database of qualitatively coded reasons for a CEO’s dismissal. Every attempt has been made to ensure accuracy and thoroughness but this is a living database that will be updated with new information and departures as well as improved over time. If you have observations about a particular turnover, contact this document’s owner to suggest improvements on the database. Revision suggestions will be cataloged and included in future revisions.

Collection Effort Overview

Data collection was done primarily by undergraduate students in a computer lab together. During the data collection effort, two doctoral students were present to answer questions and monitored students' work in real time using Google Docs. If a student was miscoding events or not coding with enough detail, the doctoral students coached the student how to improve. The data coders generally averaged 8 hours a week across two data coding sessions. The final 1,200 turnover events were outsourced to a data collection company and the final work product from that outsourcing effort was double checked by one of the undergraduate students. A final 180 observations that were coded as 8. Events prior to 2000 and some mergers post-2000 were also coded by an outsourcing firm. All items returned from the outsourcing firm were double checked for clarity and completeness.

If you would like to suggest a change/addition to one of the data items, submit those suggestions here

Use Guidelines

CEO turnover can be coded directly off execucomp by just seeing where there is a new ceo from one year to the next. That set can then be matched to this file to determine whether the turnover is a) actually a turnover rather than a coding error and b) the reason for that departure. Use of the dataset is free and open to use to the Open Data Commons Attribution License. We ask that authors who use the data a) cite the article that published the set and b) reference the specific version number that their paper employed. A log of revisions is below.

CEO Departure Reasons and Definitions

| Code | Title | Brief Description | | -- | -- | ----- | | 1 | Involuntary - CEO death | The CEO died while in office and did not have an opportunity to resign before health failed. | | 2 | Involuntary - CEO illness | Required announcement that the CEO was leaving for health concerns rather than removed during a health crisis. | | 3 | Involuntary – CEO dismissed for job performance | The CEO stepped down for reasons related to job performance. This included situations where the CEO was immediately terminated as well as when the CEO was given some transition period, but the media coverage was negative. Often the media cited financial performance or some other failing of CEO job performance (e.g., leadership deficiencies, innovation weaknesses, etc.). | | 4 | Involuntary - CEO dismissed for personal issues | The CEO was terminated for behavioral or policy-related problems. The CEO's departure was almost always immediate, and the announcement cited an instance where the CEO violated company HR policy, expense account cheating, etc. | | 5 | Voluntary - CEO retired | Voluntary retirement based on how the turnover was reported in the media. Here the departure did not sound forced, and the CEO often had a voice or comment in the succession announcement. Media coverage of voluntary turnover was more valedictory than critical. Firms use different mandatory retirement ages, so we could not use 65 or older and facing mandatory retirement as a cut off. We examined coverage around the event and subsequent coverage of the CEO’s career when it sounded unclear. | | 6 | Voluntary - new opportunity (new career driven succession) | Voluntary retirement based on how the turnover was reported in the media. Here the departure did not sound forced, and the CEO often had a voice or comment in the succession announcement. Media coverage of voluntary turnover was more valedictory than critical. Firms use different mandatory retirement ages, so we could not use 65 or older and facing mandatory retirement as a cut off. We examined coverage around the event and subsequent coverage of the CEO’s career when it sounded unclear. | | 7 | Other | xInterim CEOs, CEO departure following a merger or acquisition, company ceased to exist, company changed key identifiers so it is not an actual turnover, and CEO may or may not have taken over the new company. | | 8 | Missing | Despite attempts to collect information, there was not sufficient data to assign a code to the turnover event. These will remain the subject of further investigation and expansion. | | 9 | Execucomp error | If a researcher were to create a dataset of all potential turnovers using execucomp (co_per_rol != l.co_per_rol), several instances will appear of what looks like a turnover when there was no actual event. This code captures those. |

Data Dictionary

Unique Identifier Combinations

gvkey, year, co_per_rol - We capture several CEOs whose tenure does not appear in Execucomp. Simply match gvkey, year, co_per_rol to execucomp and drop non-matching CEOs co_per_rol, tenure_no_ceodb - The unique CEO/Firm identifier is unique to each CEO and the tenure_no captures whether or not this is his or her first, second (etc) spell in office.

Revision Log

V02032021

• Updated some missing pre-2000 events
• Merged firms now most often show as 7 and corrected mischaracterizations
• Updates for identified recent events into 2021 although not complete after 2018 fyear in execucomp

V01222021

• Expanded to include prior 2000 events and other error correction
• Some turnovers prior to 2000 still missing
• Co-CEO and interim CEO changed to be text (rather than 1/0) format

V06092020

• Organized naming system and introduced primary key
• Further manual checking

V05292020

• Fixed duplicate entries and further error correction

V05152020

• Co-CEO coding corrected
• Removed/cleaned up within-year duplicates for gvkey/year

V05132020

• Updating departure dates and hunting mismatches

V05112020

• 2000 through 2018 departures
• Updated documentation to follow best practice suggested by Matt Marx

Our CEO Contact Data provides detailed firmographic information, including company size, industry type, asset class experience and contact details, enabling businesses to drive their lead generation efforts, refine targeting strategies, and execute personalized marketing campaigns with precision.

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Biscred's CEO Contact Dataset covers the entire commercial real estate industry. It includes B2B email data for every contact. It also includes mobile phone number data. Companies range in size from small businesses to enterprises and include contact LinkedIn Profile Data. Each Company record includes company website, company address, company industry, company phone number and company LinkedIn.

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Many B2B data providers rely on vendor-contributed files without conducting the rigorous validation necessary to ensure accuracy. This often results in outdated and unreliable data that fails to meet the demands of a fast-moving business environment.

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This survey details the responses of contact center executives as to the top human resources challenges for the year ahead. Some 57 percent of respondents stated that finding employees with the proper skillsets was a significant challenge.

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This survey details the responses of contact center executives as to how customer inquiries are handled in their company. Some 20 percent of respondents stated that inquiries are handled by a separate, dedicated team.

The global email list building tools market is projected to reach a value of USD 1,469.3 million by 2033, exhibiting a CAGR of XX% during the forecast period of 2023-2033. The primary factors driving market growth include the increasing adoption of email marketing strategies by businesses and organizations for targeted outreach, lead generation, and customer engagement. Additionally, the growing demand for automation and personalization in email campaigns necessitates the adoption of sophisticated list building tools that streamline the process of acquiring and managing email addresses, ensuring efficient and effective email marketing campaigns. Competitive dynamics in the email list building tools market are marked by a blend of established players and emerging vendors. Prominent players in the market include OptinMonster, Optimizely, Unbounce, Facebook, Rafflecopter, WooBox, LinkedIn, LeadPages, MailMunch, Neat, Constant Contact, Sumo, Kyleads, Poptin, Optimonk, Moosend, Gleam.io, among others. These key players focus on offering comprehensive solutions that cater to the diverse needs of businesses, from SMEs to large enterprises. Market participants constantly innovate and introduce advanced features to enhance the effectiveness and efficiency of email list building processes. Furthermore, the rise of cloud-based solutions is fostering market growth as businesses seek flexible and scalable list building tools that can be easily integrated with their existing infrastructure. Regional analysis reveals that North America and Europe dominate the email list building tools market, while Asia Pacific and the Middle East & Africa exhibit strong growth potential Executive Summary The global email list building tools market is poised to witness exponential growth over the coming years, reaching a valuation of over $15 million by 2030. This growth can be attributed to the increasing reliance on email marketing for effective communication and lead generation.

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Our cutting-edge SAAS lead generation solution is here to help you discover high-quality leads and drive your business forward. LFBBD appears on selected Datarade top lists ranking the best data providers, including Best +8 Company Data APIs to use in 2023. We recommend using the Saas data for Marketing, Data Enrichment, and Market Research.

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