Why Work With a 3rd Party Executive Search Firm?

Today, companies have a variety of methods of filling executive positions. They can use social media such as LinkedIn and Twitter, internal sourcing, employee referrals, word of mouth or viral recruiting, company website, job boards, newspaper ads and trade publication ads. I am sure I have not exhausted the list of options.

Why would a company want to execute a retained executive search with a Third party firm?

The bottom line is that the final candidate who ends up winning the position has truly been a “survivor of the fittest.” This winning candidate has participated and won a severe due diligence process by being the best candidate and best cultural fit of 250-300 candidates. That is a ton of competition!

Here are just a few examples of “A” hires that have made a huge difference with their respective companies that have been hired through my search practice and have survived the rugged executive search process:

Lorne Hurov, Managing Director of Real Estate & Facilities, TD Ameritrade. Loren has been with TD Ameritrade since 2006 and has been on the point with developing the new TD Ameritrade headquarters & campus in Omaha and is also developing numerous LEED projects for their major sites and retail branches
Lisa Back, CFO, Velocity Credit Union. Lisa has been with Velocity since 2008 and led an operational efficiency project that has resulted in a reduction in budgeted net operating expenses of 11% in the current year and a projected reduction of 17% for 2014
John Orton, CFO, Amplify Credit Union. John has been with Amplify since 2006 and he has helped lead his company to record annual profits in 2011 and again in 2012
Jim Hummer, Sr VP & Chief Quality Officer, Pearson Assessment & Information Group. Jim has been with Pearson since 2006 he has established global efficacy and quality programs for K-12 educational products and services and has improved operational efficiencies across multiple-state educational assessment programs

The retained executive search process sources and recommends long-term, “A” candidates who not only add value to your business but can transform your company. This “survival of the fittest” due diligence process weeds out the “B” and “C” candidates for you.

Companies that are not using retained executive search partners are running the risk of making offers to good candidates but not great candidates. Can you afford this in the long term?

2017-07-15T02:06:07-05:00By sbalistreri|Austin Executive Search Firms|

“As a search committee member, we selected Sal's firm to help us with a key CEO search. They made the process painless both for the candidates and our search committee. We made the right choice and Sal's team delivered.”

Michael Bennett, Head of the APRO Search Committee, APRO Search Committee

“Sal specializes in executive search and has delivered some outstanding results for Silvercar. He has assembled a great team and they conduct searches the way it should be done – from scratch! He understands the importance of not only finding the right skill set, but also finding the right cultural match. He does his homework before he starts and does it well. Sal has jumped through hoops for me and delivered great results. He provides personalized service from start to finish and won’t stop until you are satisfied. I highly recommend that you consider Sal and his team for your next search.”

Kay Stroman, Former Chief Administrative Officer, Silvercar

“Sal was definitely a huge asset in our recruiting efforts. He spent a lot of time getting to know our culture and understanding the values that were essential to the makeup of of our team. Sal is a great partner and I certainly recommend him and his firm to anyone looking to recruit a great team. You will not be disappointed!”

Craig Taylor, Former CEO, Cirrus Systems

“Sal clearly understands the culture of the client and clearly understands the REAL person behind the candidate. This allows him to best match clients and candidates because he sees beyond their words and understands their real talents and value systems. Sal also has the ability to present a candidate because he is committed to her/him and their talents and values they could bring to the job. He is even MORE committed to the client’s analysis of the candidate so that he learns from any rejection of a candidate in order to fine-tune the search for the next better candidate.”

Vickey Thayer Kleinsmith, Former Vice President Human Resources, Lozier Corporation

“I appreciate the fact that Sal takes not only the job requirements into account, but he also considers culture and “fit”. These are rare and valuable traits for a recruiter and that is one of the many reasons that we love working with Sal.”

Debbie Mitchell, President/CEO, Velocity Credit Union

“Sal is able to communicate our company culture and organic growth strategy and along with his high level of responsiveness, is a great partner to work with.”

Karen Ganzlin, Former Chief Human Resources Officer, TD Ameritrade

"Sal and his team are awesome partners in our success. His team has taken the time to become part of our team so that they understand the "fit" component of our hiring process that includes the mission, vision and values and most importantly, our culture."

Scotte Hudsmith, Chairman & CEO , Specialized Dental Partners

“Consider Sal if you need a recruiter for key management positions and C-Level searches. Sal is very focused on finding the right person for the right position. He produces solid candidates across a variety of industries and will personally work with his clients to help them achieve success in hiring. He is a seasoned expert, well networked and very responsive.”

Kurt Halvorson, President, Imprimis, LLC

“Sal and his team offered a great process with a very good long term result for Lozier. It was a process made easy for our team to meet all the candidates in a short period of time and come to a conclusion.”

Sheri Andrews, Co-Chair, Lozier Corporation

“Sal is one of those rare business executives who truly believes in the power of ‘doing well by doing good.’ He is generous to a fault with his time and his network. He spends his professional capital to help others in his community with no eye towards personal gain.”

Cat Nawawi, President, The Highland Group

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