We offer two different models of executive search practices, each tailored to your needs and preferences.
Our Recruiters are trained and equipped to conduct in-depth sourcing, through advanced internet techniques, advanced Boolean searches, industry referrals and contacts. We thoroughly screen all prospective candidates before submitting them to you. This is a people business and we never forget the human part of it. We focus on finding not only a skill set but matching candidates, companies, and managers, based om personal values and client mission. We consider so much more than just qualifications and experiences. In order to be successful in any role, candidates have to be a good match with the job responsibilities, as well as the company culture.
Involves an upfront retainer fee for services provided. Payment terms are usually a third of the fee up front, with another third due at an agreed upon time with the remaining payment due upon start of candidate. In this model, the Executive Search Consultant acts as a true consultant, advising the client company with regard to search process and thoroughly identifying, qualifying and reviewing potential candidates for specific leadership positions. This is a partnership between the client and Executive Search Consultant that most often results in the client finding the best and most uniquely qualified talent for their critical position. Candidates are not presented to multiple employers due to the exclusivity of the terms.
Involves no initial upfront fee for the client with the recruiter being compensated upon the successful completion of a search with a commission based on the salary of the talent. This model is most effective for mid to lower management level roles, especially for large companies looking to fill multiple positions. While there’s no commitment on the client’s part regarding a partnership with a contingent recruiter, that relationship is not the same in reverse. The challenge with the contingent model is often that the contingent recruiter will devote less time to an individual client’s specific needs. A contingent recruiter may present the same candidate to multiple employers and client’s run the risk of ‘losing out’ on the best talent.