In my 20 years of working in the retained executive search profession, I have seen many changes. When I entered into my chosen profession in 1997 with a Top 5 Executive Search Firm, the internet and how it could improve executive searches from a candidate research data point of view was just in its infancy. [...]
In the retained executive search sector, most medium to large executive search firms will typically charge 30-33% of the candidate's first year total cash compensation. They will leave the last payment (each payment is paid in 3 equal increments spread over 60 days) for an opportunity to invoice for an "up payment" if the candidate [...]
As I watched the first debate between Donald Trump and Hillary Clinton, my mind wandered to an interesting thought: what if these 2 candidates were interviewing for an executive position at a company and what would I tell my client about each candidate? Donald Trump great energy leads with his gut risk taker and aggressive [...]
We meet back with our client 30 days after an executive search is kicked off and present a top candidate grid, candidate interview notes and candidate resumes. We also first like to discuss what we are seeing in the job market with market data during the first 30 days of the search. This snapshot information is [...]
Many times, my executive search firm will begin a new search with small to medium sized companies that do not have a compensation expert on staff. As we begin these searches, it is always positive to bring in a compensation expert to understand what the job market is doing with that particular job title we [...]
When executing an executive search for clients, it is vital to communicate next steps with candidates who are interviewing for the position. My firm is a big believer in keeping all candidates in the loop so they have a real time understanding of where they sit within the process. Here is an example of how [...]
Candidates are typically insecure about the interviewing process as the control rests with the executive search firm and the client who has the opening. Many candidates have also experienced a lack of communication in the past with recruiters they have worked with. To be successful with top candidates, be uncommon and unique with your communication [...]
I recently wrote an article for The Austin Business Journal, "Austin's Hiring Wars: Confessions of an Austin Headhunter." Please read and enjoy the article. Thank you! http://www.bizjournals.com/austin/print-edition/2015/12/18/austin-s-hiring-wars-confessions-of-an-executive.html
One of the best things I learned while at Honeywell from 1981-1987, was a tool that I still use today when interviewing executive candidates. Whenever starting an interview discussion, "set the table" with the candidate. That means to explain what you and the candidate need to accomplish over the hour long, introductory interview. My specific [...]
As a retained executive search firm, the first deliverable to our clients is what we call a Thirty Day Resume Book. Thirty days after kicking off a search is typically the day when we present to client partners and discuss findings on top candidates. Over the years, my firm has discovered that the more simple [...]
