Q: Should we negotiate a more favorable fee structure with our recruiting partner? and, if so, how do we do that?
A: This is what separates a true "partnership" from a typical outsourced arrangement. When a prospective client asks the question, we know they're serious. We love to engage in challenging tasks but we would like to be assured of being compensated. Notice, we didn't say how much. The takeaway here is that we'd be happy to reduce our fees (sometimes substantially) for an agreed upon exclusive right to hire. Bring it.
Q: How do you justify your fees (especially in the current business climate)?
A: Our fees are far less than huge global firms and perhaps the most competitive in the entire industry. We work hard to understand the nuances, cultural fit , and "X factor" required for a long term match, and expect the individual to make repeated contributions earning an impressive ROI for our client
Q: Why is your approach the best for us?
A: Because here you get the best ROI and the best experience, specific -- we deliver:
- Better quality candidates (testimonials prove it)
- Hires who stay longer (we've kept score)
- More rigorous vetting (nobody does what we do in this case)
- More accurate fits (presume their longer tenure proves this)
How we deliver a better client experience:
- More trust due to highest integrity
- Proven repeatable method - it just works
- Worry free due to track record, and approach
Q: What happens during a retained search?
A: Here is an example of a retained executive search firm:
- Discovery call with The Executive Search Group founder and CEO Tim McIntyre
- Contract with The Executive Search Group for a specific search project
- Meet vetted candidates who are proven, remarkable performers
- Hire With Certainty -- higher return on investment
Q: What happens during a contingency search?
A: Here is an example of a contingency executive search:
- Discovery call with The Executive Search Group founder and CEO Tim McIntyre
- Receive summaries on top candidates who are proven, accomplished professionals/executives
Q: What do you mean when you say “cultural fit?”
Some companies take pride in being methodical and thorough. Others encourage more risk-taking. When we search for your company’s next executive or director, it is crucial that the candidate can work effectively with peers, those they report to, and those they manage. Some candidates have exceptional skills and qualifications, but their personality clashes with the personality of other key players. The candidate who fits in will be more anxious to accept your offer, will adapt more quickly and will contribute more to your company’s success. That’s why our first step is to learn about your company and the role you want your newest executive to play.
Q: What if we are not really sure what or who we need?
A: We learn your style through face-to-face meetings, phone conversations and e-mails with senior executives and board members. We’ll help you articulate the most important set of requirements for skills and personality.
Q: What if the best talent already has a great job?
A: With more than 20 years of experience in executive searches, we are experts in finding candidates. While we use existing databases, as all executive search firms do, we know better than to stop there. The best candidates may not even be looking for new positions. When we approach them, we already know how their industries and specific companies are doing. We also tap social networks, our deep professional and personal contacts in your industry, and our reputation for ethical placement.
Q: Do you use paid job boards?
A: Yes and no. We have the subscriptions and access we need, but our experience has taught us what to watch for in a candidate. There is little correlation between those who talk a good game and those who accomplish great things. Charisma alone won’t get the job done. We carefully pose questions that encroach just enough on the candidate’s professional identity to make them “put some skin in the game" taking them out of the realm of anonymity that is associated the web-based recruiting.
Q: What's your turnaround time?
A: It depends, but quality always comes first. For example, unlike many other executive search firms, we vet the candidates up front. We won’t even consider candidates who don’t agree to let us check with a former boss. By checking references at the start, we avoid any last-minute collapse of the search process and having to start over. That protects your time as well.
Q: How hard or competitive is it to get the sort of person we need?
A: We can help to answer that after creating an intial 'target list' and contacting a sample of the list. You’ll receive an assessment report on each and every individual prospect we have contacted, whether they have developed into candidates or not. This will serve as a "snapshot" of the marketplace as well as targeted individual candidate/prospect information.
Q: Who will actually be helping me, day to day?
A: Throughout the process, you’ll work with Tim McIntyre, Founder and CEO of The Executive Research Group. You won’t be handed off to a less experienced staff member. That’s important, because handoffs are when important items most often get dropped or misinterpreted.
Q: What is 'advanced referencing'?
A: We consider referencing so vital that no one gets a dialogue with your team unless our principal has spoken with at least one former boss of the candidate.
Q: Exactly when is the search complete?
A: The search is complete when we have all of the following:
- Interview team has a comprehensive and diverse slate of candidates
- Interview team is satisfied with the final selection
- The new executive starts working and a positive cycle of feedback begins
