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Why clients work with us
Distinguished Search Offerings
Retained Executive Search
Talent Pipelining
Video Job Descriptions
Art of Search:
Recruiter Training
How much attention is given to you?
Large retained executive search firms
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You're working with someone who is running 8-20 searches at a time
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Search firms are unable to recruit from other clients, limiting your candidate pool
Distinguished Search
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Fewer clients = more attention and responsiveness; we fill your position faster
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We can recruit from more places
Who is approaching candidates for you?
Large retained executive search firms
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Partner brings in the work, then junior members recruit candidates
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A junior person won't pitch your job the same way as a Partner
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Increased risk in candidates being unresponsive or not interested
Distinguished Search
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A Partner is approaching candidates
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Candidates respond to a senior person
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Greater chance of attracting passive talent
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Your brand is well positioned, explained accurately and candidates are interested
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Faster process
Who is qualifying candidates for you?
Large retained executive search firms
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Partner is qualifying candidates at second round or later. More junior members do first screen or more
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Risk that good candidates are disqualified, being "boxed in" to a list of requirements
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Risk that you see candidates that aren't a strong fit
Distinguished Search
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A Partner is qualifying candidates at all stages
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Understanding the job = better candidate qualification
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Understanding the job = more diversity to the table
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Understanding the job = we fill the role faster
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Strategic thinking about who fits beyond titles
Now is the time to change recruiting

We think outside the box regarding where to find talent, recruiting from the not-so-obvious places. This isn't a simple game of musical chairs. Most of our placements are cross-industry.
You deserve a premium experience. We restrict our capacity.
We're selective in who we work with. We only work with clients we believe in. This is a journey we're taking together.
Process

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Days 1 & 2: Align on position. Create search strategy, position description, target company list, candidate scorecard, market messaging, diversity strategy, video JD.
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Weeks 1-2: Recruit. Calibration stage. 30-minute assessment calls to determine candidates' initial interest, fit, motivation, compensation expectations. Discuss candidates with client to calibrate.
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Weeks 3-8: Fully assess candidates initially screened and make introductions to client. Continue recruiting and assessing new candidates. Connect to share client/candidate feedback and adjust search criteria as needed. Create shortlist of top candidates.
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Final stages: Timing depends on client/candidate scheduling. Complete interviews with top candidates. Pre-close conversations. Offer presented and accepted.
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Close off candidates not moving ahead. Every interested candidate gets feedback.

From the blog

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