Identify the Right Executive Search Partner

If you’re a business leader or a senior professional, there’s a good chance you’ve been contacted by an executive recruiter before. However, if you’ve never worked with one, it can be hard to know what to expect. 

There’s a lot of misconceptions surrounding executive recruiters. As someone with in-depth experience in the field, I wanted to take a moment to break down a few key things every candidate should know about working with these recruiters. 

1) Not All Executive Search Firms Are Created Equal 

Like any other profession, the process and quality can vary significantly depending on the firm you’re working with. One of the biggest differences between firms is their business model.  

All executive recruiters are paid by the hiring organization – there's no cost to the candidate. However, the business model used still affects the process and can have ramifications for your career. 

The two most common models in executive search are retained and contingent.  

Retained firms are paid a retainer up front by the hiring organization. They typically receive additional payment after an agreed upon period of time or when a placement is made.  

Contingency firms are only paid when they make a placement – typically 30% or higher of the candidate’s starting salary. 

However, other firms (such as my own) use an hourly model. This means that we’re paid for our expertise and time. It allows me to focus on quality rather than worrying about when I’m going to be able to collect my next fee.  

This difference is crucial for taking the time to learn about candidates, understand their motivations, and assess whether it will be a good fit for both parties. Ultimately, it allows me to focus on what’s best for my client and candidates. 

2) Good Recruiters Aren’t Paid by Candidates, But We Serve Them Anyway 

At the end of the day the client is the one writing us checks. However, any executive recruiter worth their salt knows it pays to truly serve senior level candidates. 

Great recruiters will serve candidates with information about open positions, honest consultation on their career, and networking connections. They strive to provide value for candidates and build a rapport with these talented individuals. 

We do these for a few reasons. First and foremost, it pays to have a broad network of talented executives. Whenever we get a new search, a candidate who didn’t work out last time might be a perfect fit. 

Furthermore, if you treat candidates well and sincerely offer them value, they very well may decide to use your services again in the future. On numerous occasions, a candidate I have placed in an executive role has sought out Qualigence for recruiting services some time afterwards. 

The bottom line is that while we’re never paid by candidates, we are here to serve them anyway. Recruiting is all about relationships with candidates and clients alike. 

3) If You Don’t Trust an Executive Recruiter 100%, Then Find Another 

Executive recruiters are a bit like lawyers. We’re not able to do our jobs if you’re not being open and honest with us. If you’re withholding information, motivations, or feelings about an opportunity, we’re not able to provide effective consultation on what’s best for your career. 

It’s okay if you don’t trust an executive recruiter – but if that’s the case, there’s no reason for you to be working with them. There’s plenty of other executive recruiters who will make for a better fit. You should seek out a recruiter that you trust to have your best interests at heart. 

If you have an open position at the senior level or if you’re an executive looking to make a change in your career, give me a call at (734-521-2144) or shoot me an email at swilson@qualigence.com.