Transcript
When it comes to executive search, what are some myths that you want to bust about the world of executive search or maybe even more specific retain search? >> Great question. A lot of clients, you know, that haven't had experience working with an executive recruiting firm before uh don't understand what retained means and how that's different than contingent. You know, contingent is we're going to hire three firms. It's a race to, you know, we're not, we're gonna hire three firms. Ultimately, the firm that places the person, you know, will get paid their fee. Uh, and it's just a race. It's really just throwing resumes at a company. Um, and making the company do the work, making the client do the work rather than the recruiting firm. Whereas retained is a a true partnership. It's we're true trusted adviserss where we are exclusively retained by our clients. our interests are totally aligned and we are committed to them. So, we have 100% success on every search we've ever done. We've never failed on a search, meaning if we've been engaged to, you know, hire a CFO, we've successfully placed a CFO and they've stayed there long term. Uh whereas contingent, there's no real commitment. You know, they might typical contingent firms work hard for two weeks and then if they don't get a result, they just stop. So, there's no commitment because there's no skin in the game either from the client or the recruiting firm. both can walk away at the drop of a hat and and there's no real commitment or or partnership there. Uh so to answer your question, it's really understanding, you know, what do you want? Do you want a true partner in the search you're working on or is this a nice to have rather than a a need to have? So typically, again, we're working on sea level or leadership searches where, you know, they have to have a CFO, they have to have a COO, we need a CEO, we don't just kind of want one. Uh and then the time frames are are tighter too. Our typical search from start to finish is about a month and a half from we kick it off to when the person starts whereas contingent might be you know four months or six months or it might take a year because there's no real commitment or or focus timewise. Uh again contingent firms might work on 50 searches at once whereas we our recruiters will work on one at a time have a successful result and then start a new one. So we're it's 100% focus on the search they're working on to make sure you get a result. Whereas again contingent I think the industry average is like a 40% success rate which again if it's an executive leadership role that just does not