Don’t underestimate the importance of exclusivity and confidentiality to candidates. In a tight knit market/sector, it is imperative a prospective hire feels safe within the interviewing process. Read More »

  What should a company consider when choosing between a retained search firm and a contingency firm? Why should a company pay a portion of a fee ahead of time when there are plenty of agencies willing to take the risk of a search on for free? Having transitioned to retained search over the past few years, I often find the first line of resistance is to do with cost. Cost is a component for consideration in any search process, but the differential is the value. When you put a contingency agency to work on a search, it’s wait and hope with no commitment or skin in the game on either side. Often there will be an initial flurry of … Read More »

Lately I’ve been running into a lot of roles that have been under retainers with search firms whose recognizable names draw surprise when you hear a C level role remains open and unfilled for six months or more. Now why is this, you wonder. How can any firm that charges premium fees and staggering retainers, with deep resources and national connections not fulfill a straightforward C level role in a small to mid cap market in Southern California? Maybe because bigger isn’t always better. And a big name isn’t always a winner. Ultimately a recruiter, any recruiter from large firm or small, retained or contingency has to respect the fiduciary responsibility to the client. When a top tier firm appears … Read More »

  After a tedious search, you’ve found your number one candidate. He’s experienced in your space, he fits your culture, his references rock. There’s just a few hitches in the way. Your two biggest competitors want him too. One’s already made an offer and the other is about to (and probably holding out till you make your move). His current employer, recently acquired, also has a place for him in the new company. Oh – and he doesn’t know what the severance agreement is, but that should be forthcoming in a few weeks time. What’s an employer to do? This is a very real and often probable scenario in a competitive employment market for in demand candidates. Interestingly, the outcome … Read More »

Belated New Year’s greetings faithful and new readers! The last few quarters saw incredible growth in the sectors I support, culminating in another great year. I had the pleasure of a little year end travel to prepare me for the onslaught of the coming months ahead. I anticipate another fast paced period of growth and opportunity. I’m rested and ready to roll! Going forward, it would be nice to see more resolve regarding ethical behavior this year. I’d also like to see more courtesy, thoughtfulness and regards to people’s roles in other people’s lives. As a recruiter, we are often on the receiving end of bad behavior. Part of it is the industry’s fault, i.e. being perceived as money grubbing … Read More »

I never assume I can do my clients job. However, I can practically guarantee I can locate and recruit a candidate who can! So it behooves me when a client insists through actions or words that they can do what I do, do it better and oh, by the way, it’s not that hard. I’m not sure why they assume I wouldn’t be insulted. After all, I’ve been perfecting my craft for over twenty-five years, have closed countless deals, for countless clients over countless invested hours. It can’t possibly be because I make it look easy. That after they’ve finally given up the candidate search, after weeks of screening, interviewing, turned down offers and counters, I can come up with … Read More »

OK, so I know I’m a recruiter, but after seeing countless ‘Top  10 Things I Hate’ headlines, I realize a little recruiter introspection is in order. Sure, we see what in-house HR hates about us, which is most everything, but how about those of us who are in the trenches on the dark side. There’s a reason getting new business is often an uphill battle, and you know what? It isn’t the fees! It’s pretty much what the recruiting agency has done to sabotage itself. Now, those of you who follow my postings, might think this might be another “Recruiter Pet Peeves’  blog, but to the contrary, I think these are universally despised agency tactics and behaviors many of us … Read More »

Surveys, Salaries and Reality As a particular sector of a job market heats up, compensation becomes a key component for company’s to remain competitive. I am going to preface this blog by stating that this is an opinion piece, based more on experience and observation, than extensive analytical research. In the last few recovery cycles, one of the recurring themes for clients replacing, upgrading or hiring new roles is compensation. How much should we pay, what are like companies compensating in our size and sector? How do we remain competitive? What types of incentives do our competitors offer, etc. Many of my clients rely on salary surveys and comp firms for their data. They often pay substantial fees for the … Read More »

As a search professional, it’s all too easy to bitch about uncooperative clients, candidates who go dark, the economy and all kinds of real or imagined slights to our overly sensitive egos. So today, I’m going to pay homage to those really great candidates who make my profession a joy and are such a pleasure to work with.  I’m not talking about following my lead with blind trust and naivety, either. I’m talking about thoughtful individuals who share a common trait, decency – and decency at all levels, from manager to the C suite. Some traits of the savvy candidate include: Responsiveness Courtesy Professionalism under any circumstance Integrity Consistency I cannot speak enough about a candidate who displays all of … Read More »

Use me –please. You’ve just made the big decision to engage me on a search. It’s for a critical role in your organization. A highly specialized position with a lot of visibility company wide. You’re going to potentially pay me a very large fee and you may have already invested in a retainer to get us started. You have a sense of urgency. So why aren’t you using me to your greatest advantage to maximize the potential for a great hire? Most of the time I believe the days of recruiters sending resumes and waiting for results are over – at least at the senior levels. In my own recruiting world, I am blessed with clients who understand and appreciate … Read More »