“Larger is not always better, having worked in a larger firm I realized scale is not always an advantage. It’s often an advantage for the search firm looking to make more placements, but rarely does that work in the client’s favor and provide them a better third party recruiting experience. Scale has its advantages in recruiting when you are filling low level analyst type positions, but for truly difficult and critical positions a smaller-search firm with the Principal or industry expert involved in every search will yield positive results faster.
My favorite thing about running a boutique agency is I that I no longer have a huge client list that is “hands off”. The bigger the firm, the longer the client list, the shorter the source companies. How many searches do you think industry leaders, like Korn Ferry, handle a year? It’s probably not something you hear in their sales pitch, but once they place a candidate, they are not able to contact any of that companies employees for at least a year or often longer. This dramatically cuts down on available prospects they can call for your search. Often you may be aware of the perfect candidate or source company for an opening, but due to existing client relationships you can’t pursue those prospects. The more recruiters, locations, specialties, etc. a firm has, the more complicated this issue becomes. We are small and plan on working with a few reputable strategic partners looking to dramatically increase the quality of hire for key positions.” Michael McGowan
Crescere Executive Search understands our client’s expectation of delivering superior talent in a timely manner in order to justify paying a recruiter fee. There are several critical components we incorporate to successfully promote this process.
1. Validate candidate’s qualifications and career expectations:
o Definition of job responsibilities, expectations and reporting structure
o Requisite skill sets, specific experience and educational preferences
o Identify budgeted compensation ranges and geographical requirements
o Review company procedures, relocation policy and benefit package
o Identify any knockout factors relative to the position
2. Coordinate interview times and travel arrangements:
o Full disclosure (as permitted) of position and client expectations
o Multiple, in-depth interviews dissecting candidates professional experience and career expectations
o Comprehensive reference and background checks
o Present only those candidates who parallel the specified requirements
3. Assist in effectively presenting the terms of a formal offer
4. Provide relocation guidance (as needed)
5. Guarantee candidate replacement
While each search presents it’s own characteristics and challenges, we believe a structured, no-nonsense format enhances the ability to successfully serve clients and candidates alike. Combined with a deep commitment and passion for helping others, we always continue to work an assignment until it’s complete.