The retained executive search model offers a highly engaged, thorough and consultative process that is necessary to fill most C-level positions in any organization.
Every search is unique as all organizations have key inherent differences such as size, stage of growth, geographic location, strategic direction, core academic philosophy, and organizational culture.
There are no shortcuts to the search process. Engaging in a retained executive search means committing to find the right person for the role, no matter how long it takes. Typically, this is a four to six month process.
Great candidates do not typically come from job postings. Great candidates are found through strategic and repetitive outreach.
The client is the hiring manager, and s/he must commit to being fully engaged in the search process. When the search is for a CEO, the client is the board or a subset of the board. The process is most effective when the client and search consultant work collaboratively as thought partners.
A good search consultant can deliver much more than good candidates. S/he can provide insight into the talent marketplace, industry trends, and even issues within the organization that may limit its ability to attract great talent.
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