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Questions Other Executive Search Firms Don’t Want You to Ask
The mark of any successful professional services firm—including retained executive search—is the ability to align its interests with those of its clients. But in many cases, as an executive search firm grows there are more layers of staff, overhead and structure—and the partners must become more highly leveraged. This is not inherently a negative thing, but often it translates into less customization and personalization in the firm’s client interactions. As a result, over time, the firm’s interests diverge from its clients.
Five Ways Clients Can Unintentionally Derail an Executive Search
Having worked with hundreds of organizations to help them find the perfect fit for their open executive-level positions, my partners and I have seen much and learned a lot along the way.
Some of the most important lessons relate to the things clients inadvertently do to derail the search process — thus getting in the way of the outcome that we both want, which is to find the perfect placement who will enjoy long term success in the role.
What’s Wrong With Retained Executive Search and How to Make It Right
We know what people say about the executive search industry; that they’re just salespeople with a lot of LinkedIn connections who are solely focused on the next big transaction. They only call you when they need something.
We can’t blame people for having this opinion. After all, the recruiting industry has operated pretty much the same way for 70 years.
How to Run a Successful Nonprofit Search Committee
For nonprofits, organizing a committee of stakeholders to be involved in an executive search process can be one of the most challenging, yet critical, aspects of a successful search. Creating and running a search committee requires a higher level of effort depending on the availability of board members to work on the search committee, the size of the board, and the time constraints of the search.