Problem areas for executive search assignments are usually around managing both client and candidate expectations. Therefore it is important that each party’s wants and needs are agreed and clearly communicated from the outset.
Common areas to focus on include:
- Timing – expected duration of the search, this will vary based on planned hire date and complexity of the search
- Candidate Profile – is it reasonable to expect candidate skills and experiences laid out that actually exist or did we just describe a “Unicorn”?
- Compensation & Benefits – is what the client is offering reasonable with today’s market?
- Search Firm Competency – is this firm the right one for this space? Do they have the required competency and network to be successful or, am I having to spend time guiding them myself?
- Timeliness – sometimes searches run into difficulties at the end of the process when the ideal candidate(s) has (have) been engaged but an excessive delay occurs between the final evaluation and decision to hire and/or offer letter being extended. This can cause candidates to disengage and interest levels to wane.
In lieu of a referral to a firm by a trusted source, it is important to deploy rigourous analysis when selecting the best vendor for your needs. Entry barriers to the recruitment industry are low.
Ask yourself the following questions when selecting a firm:
- Is the firm a generalist or specialist and what is right for this mandate?
- Does the firm understand the role I am describing? Look for positive and proactive feedback and ask for some market commentary.
- Does this firm ever turn down work? The right answer is yes.
- How long has the firm been around, overall and within the sector?
- Do they have client testimonials and can I reach out to specific individuals to verify the same?
- Can their staff describe their process confidently and in detail? If not, they are likely a contingent recruiter masquerading as an executive search firm.
- Ask about research methodology – are they “black book” recruiters recycling the same old candidates, LinkedIn surfers or a well networked, research driven organization?
Our search efforts begin immediately upon receipt of your oral or written job description and an engagement fee. We enjoy working with companies engaged and committed to finding talent they are seeking. We ascertain the details of the position to better understand your needs and requirements. Then we select the best candidates based on that information and present them to you for review. To assist you in the selection process, we include resumes, samples, portfolios and interview results with each submission. We have thoroughly interviewed our candidates and their design portfolios, and only with their permission, make our recommendation to your firm. Initial Client Engagement includes the following:
- Kick Off Meeting / Deep Dive
- Agree the “Selling Memorandum”
- Long List / Talent Mapping
- Short List Generation
- Enhanced Screening & Due Diligence
- Priority Candidate Ranking
- Client Interviews
- Offer and Negotiation
- Exit and Onboarding
- Post Hire Check in
Direct Hire placement is a percentage of the first year’s salary. ARCHIPRO is committed to identifing the highest quality professionals at competitive market rates. We are equally committed to working with the highest quality firms and projects. ARCHIPRO’s fees are paid by the firms and only. An engament fee begins the process.
Since there is always a need for remote, and direct-hire, we support project placements including converting to permanent employment after a trial period.
Archipro Staff Agency is an executive search firm working exclusively for both domestic and international companies requiring support and leadership within the Architecture, Landscape Architecture, Planning, and Interior Design sectors. The following are titles of the types of positions we are most frequently placing; Senior Architects/Landscape Architects, Senior Designer, Director of Design, Project Manager, Project Architects, BIM Managers + REVIT and AUTOCAD Drafters.
Target Market: Executive search firms look to fill a low number of high value roles in any given period. Recruitment agencies focus on a high volume of lower value mandates.
Target Candidate: Executive search firms typically focus on hard to hire, passive candidates (those who are not actively looking for work). Such candidates usually do not respond to unsolicited approaches online.
Exclusivity: As executive search is seen as a collaborative consulting process, these firms will only work on an exclusive basis. Recruitment agencies usually operate on a high volume, lower level, transactional basis in which they compete in a “first past the post” fashion. Candidate “ownership” can be an issue for recruitment agencies whereas executive search firms own the process, not the candidate.
Pricing Model: Executive search firms are retained prior to the commencement of a mandate and paid a success fee upon completion; longer searches usually include an interim fee. Work is almost always guaranteed with re-perform obligations in the event a placement does not work out. Recruitment agencies are usually only paid success fees though some do second recruiters to offices of larger clients when hiring large numbers of employees.
This is a great question. GDPR is now making what was once an ethical expectation a legal requirement. Executive Search companies should never pass your personal details to anyone without your express written permission.
Never, and if anyone asks you for money, it is likely a scam.
You should expect to be treated professionally and discretely. While Executive Search firms’ clients are the hiring companies and not the candidates, most are keen to connect with quality candidates outside of a specific mandate for no other reason than broadening their network and market knowledge. In return you can solicit some career guidance, albeit in an informal manner.
The easy answer is that you do not, they will come to you.
However, this is not always true and there may be times when you feel like you are considering a job change and would benefit from some impartial advice. In this case, reaching out to an Executive Search firm may make sense.
To do so, it is best to engage only with firms knowledgeable about your industry / function / domain. Desk based and word of mouth research will help you decide who is worth dealing with and who should be avoided. From there, reach out to them and gauge how knowledgeable they are and how well you are treated. Keep in touch with them as required