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

You're working with someone who is running 8-20 searches at a time
Search firms are unable to recruit from other clients, limiting your candidate pool

Distinguished Search

Fewer clients = more attention and responsiveness; we fill your position faster
We can recruit from more places

Who is approaching candidates for you?

Large retained executive search firms

Partner brings in the work, then junior members recruit candidates
A junior person won't pitch your job the same way as a Partner
Increased risk in candidates being unresponsive or not interested

Distinguished Search

A Partner is approaching candidates
Candidates respond to a senior person
Greater chance of attracting passive talent
Your brand is well positioned, explained accurately and candidates are interested
Faster process

Who is qualifying candidates for you?

Large retained executive search firms

Partner is qualifying candidates at second round or later. More junior members do first screen or more
Risk that good candidates are disqualified, being "boxed in" to a list of requirements
Risk that you see candidates that aren't a strong fit

Distinguished Search

A Partner is qualifying candidates at all stages
Understanding the job = better candidate qualification
Understanding the job = more diversity to the table
Understanding the job = we fill the role faster
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.

Read what people are saying

Process

Days 1 & 2: Align on position. Create search strategy, position description, target company list, candidate scorecard, market messaging, diversity strategy, video JD.
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.
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.
Final stages: Timing depends on client/candidate scheduling. Complete interviews with top candidates. Pre-close conversations. Offer presented and accepted.
Close off candidates not moving ahead. Every interested candidate gets feedback.