Working with an executive search firm to fill high-level roles is a great way to find the right talent with urgency. It gives you access to strong candidates you likely wouldn’t connect with otherwise. When it comes to choosing a firm, the stakes couldn’t be higher. Keep reading for advice on making an informed decision for your company.
Executive search firms should do more than post on job boards to find the right candidates.
The most accomplished leaders usually aren’t browsing for their next role online. They are focused on driving strategy and success in their current positions. When executive search firms pitch the right opportunities, these leaders are motivated to make a change. Verify that any firms you are considering working with will hunt for the right passive candidates for your open roles.
The best executive search firms keep your searches confidential. At Journey Search Partners, we never publicly share the names of companies we are working with. Not only does this protect your reputation, but it also prevents potential complications within your existing team. Before signing any agreements with a firm, make sure that they are committed to keeping your search confidential.
A committed executive search firm will offer a retained search model.
The two most common search models offered by executive recruiters are contingent and retained. As the names suggest, contingent searches don’t require payment until after you hire a candidate, while retained searches require an up-front retainer fee.
If an executive search firm only operates with a contingent search model, it most likely won’t prioritize your search. Firms, like ours, that offer a retained model will provide dedicated resources and assign a specific recruiter to your search. Without those commitments, an executive search is unlikely to succeed or be completed in a reasonable amount of time.
An executive search firm should feel like a partner, not just a service provider.
A good executive search firm should be invested in your success by accurately representing your company. During your search, they will serve as an extension of your team and should understand your industry and what it’s like to work for you.
Get to know the specific recruiter who would be assigned to your leadership search and assess their track record of success.
- How many executive positions have they filled in your industry?
- What roles have they recently placed candidates in? Are they similar to the ones you are trying to fill?
- How many of the searches they take on do they successfully complete?
- How long do their executive searches usually take, and does that fit into your hiring timeline?
If a firm can’t provide you with these details, they probably won’t be an effective partner.
Pushy behavior is also a major red flag. A reputable search firm will take time to answer your questions and allow you to step back and make the right choice for your business. If a firm tries to pressure you into a decision as quickly as possible, they probably don’t have your best interest in mind.
Transparency about the recruiting process is a sign of a trustworthy executive search firm.
Credible firms should be able to promptly provide you with materials or a detailed explanation of their process that covers:
- How they source and screen candidates
- What their search criteria are for top candidates
- How many candidates you should expect to receive from your search
- How soon you can expect candidates who are ready to interview
- The fees and any other expenses they charge companies for an executive search
The firm’s search methodology and process should be front and center on their website or other marketing materials. It should provide you with a clear picture of what to expect from start to finish when you sign an agreement.
An executive search firm should continue to support you after you hire one of their candidates.
A good firm will offer a guarantee period for its candidates. If you hire someone the firm connects you with and they don’t work out during that period, the firm will find an equally qualified replacement candidate at no additional cost.
The best executive recruiters do more than guarantee their candidates. They continue to check in with you and each candidate you hire to help ensure smooth transitions as they take on their new roles.
After a firm completes one successful search, they have shown that they can identify the kind of person who will excel at your company. This trust-based partnership can lead to long-term talent acquisition success as your needs evolve.
Ready to connect with an executive recruiting partner?
Journey Search Partners brings a track record of recruiting passive executive candidates for roles across industries, from manufacturing to IT to healthcare and more. Following a retained search model and our PATH Search Process, our executive recruiters build long-term talent acquisition partnerships based on continuing support.
If you’re exploring executive recruiting partners, I would love to connect and learn more about your needs. My team is here to answer any questions you may have about our process, track record, and specializations. Feel free to reach out to us, and we will get back to you within 24 hours.
