What makes us different?
Some search firms have a transactional mindset. We are about forging long-term partnerships. More than half the searches we do each year come from repeat clients. And, we have known many of the candidates we work with for several years.
It’s a fact – top performers produce significantly more value than average employees. We are certified in Behavioral Interviewing so we can better assess candidates and help you land a difference-maker.
Before we were headhunters, we worked in marketing, sales and account services. We haven’t JUST done search work. This added perspective enables us to better evaluate candidates and make the right match.
We have a variety of search offerings
that can be tailored for your specific needs.
Our retained search process is consultative and thorough. We begin by helping you develop a profile of the ideal candidate. After agreeing on what experience and characteristics are needed, we then target difference-making talent at top companies in your sector and pinpoint the very best candidates from our CxO-sourced and vetted networks. We operate transparently at every step of the process; there is no big candidate reveal on weekly status calls. You see only those who meet our rigorous evaluation criteria. We function as the linchpin between you and the candidate.
Our hybrid contained search offering blends the best of retained search with the speed and efficiency of contingent search and is tailored for Director/Sr. Director-level searches. You get “white glove” service normally associated with executive search: a dedicated recruiting team; ongoing access to research and progress reports; weekly update calls; and thorough management of the search and interview process from beginning to end.
We take a hands-on approach to quickly gain a full understanding of what you’re looking for in a candidate, because we know these jobs inside and out. We source from our extensive talent pool and screen to find and help you land the right person quickly and efficiently because we understand time is of the essence.
External Talent Mapping
As you plan for near and long-term talent acquisition, external talent mapping is an important complement to your organization’s broader talent management initiative, delivering a competitive people advantage to fill the gaps. Recognizing that identifying talent for even just one vacancy typically requires a large pool of candidates, our external talent mapping method ensures that you have a deep, cultivated candidate pool that you can leverage to make multiple strategic hires over a prolonged period, and thereby continuously reduces your time to source and hire for each new role.
Our approach to external talent mapping presents a more cost-efficient method to proactively build a broad pool of prospective candidates based on your specified attributes and skill set parameters, such as years of experience, seniority, job titles, education, and category/industry experience. Because these candidates have not yet been contacted and vetted, there’s a quicker turnaround time to deliver an initial candidate pool and makes this a viable solution to align with your organization’s objectives and timing.
This is proactive, relationship-centric recruiting. Beyond your current open roles, you are also likely preparing for future opportunities within your organization. The key advantages of talent pipelining are: (1) Reduced time-to-hire, (2) Reduced cost-per-hire, (3) Better quality candidates.
We will build a pipeline of vetted, engaged, and interested talent that you can leverage as soon as new roles open up. We strategically identify, qualify, and nurture candidates who are both active (actively looking) and passive (currently employed, not looking, but open to exploring). Eighty percent of the workforce consists of passive candidates, and we diligently tap into this critical pool to ensure the widest possible reach for your talent pipeline.