Hiring an executive recruiter is an investment in securing the most qualified leadership talent. Because senior leadership roles have a widespread impact on a business, finding the right candidates is key to ensuring continued success and growth. An executive recruiter provides a deep level of insight, attention, and networking to ensure only the most qualified candidates reach your doorstep.
But not just any recruiter will do. Just as each business has its own strategies, goals, challenges, and culture, executive search firms come in different sizes with different business models, scopes, specializations, and approaches.
This article will cover how to find and evaluate an executive recruiter, questions to ask before you engage a firm, red flags to look out for, and how to prepare for building a productive long-term partnership.
Research and Preparation
When you hire the right executive recruiter, the search team will delve into your business to learn everything they can about your company, the open role and your organizational culture. They will do their due diligence to find a perfect leadership match for your open executive role.
In the same spirit, your team and the stakeholders in hiring executive leadership should conduct your own research to ensure the executive recruiter you hire is a match for your company from the start.
Define the Specific Needs of Your Executive Search
Before meeting with an executive recruiter, define the parameters of your executive search, starting with how this new leader fits into your overall goals:
- Where does the position fit in your overall organization?
- What business challenges and strategies will this position address?
- How does this role fit into your overall succession plan?
Then, outline what technical skills, industry experience, and leadership capabilities a candidate needs to perform this executive role, including their alignment with:
- Company values and culture
- Leadership styles that work best in the company
- Team dynamics and relationships
- Ability to lead through change
Knowing what you are looking for in an ideal leader will help you communicate the scope of your executive search to prospective recruiters.
Do You Want a Contingency or Retained Recruiter?
Some recruiters work on a contingency basis, while others are hired on a retainer by a client. The difference isn’t just in how the firm is paid.
| Contingency Recruiter | Retained Recruiter |
| Competes against other agencies to fill an open role. | Develops an exclusive contract with a client. |
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What Is Your Budget?
Budget can be a top concern when considering the executive search, including whether to select a contingency or retained search.
| Contingency Recruitment | Retained Recruitment | |
| Upfront Payment Required | No | Yes |
| Payment Due Regardless of Outcome | No | Yes |
| Placement Guarantee | No | Yes |
But it’s also essential to consider your budget dollars’ overall return on investment and weigh the potential cost of an unsuccessful executive placement. If a targeted, data-driven approach secures you lasting leadership that drives business growth, the cost of retained recruitment might bring significant long-term returns.
What Is Your Timeline?
Consider how quickly you need to fill the role and how difficult it will be to find the candidates you need.
When you have a short period of time, a contingency recruiter may make the most sense since they will work competitively, reach out to active candidates, and try to achieve a result quickly.
If you have a complex or more challenging role to fill and can prioritize a deep search over a quick search, a retained firm will take a thorough, measured and data-driven approach to secure the right talent.
How to Find an Executive Recruiter?
Once you’ve identified your search criteria and know what type of executive recruiter you are looking for, where do you find one?
Referrals from Your Network
A great start to finding a recruiter to match your needs is finding referrals among your trusted network, especially within your industry. Consult with peers, mentors, and other executives about their experiences with search firms.
Industry Associations and Publications
Consult your industry association for referrals and look into associations for executive search firms. If you attend an annual conference for your sector, network with other leaders to learn about their experiences with recruiters.
For instance, the National Association of Executive Recruiters (NAER) and the Association of Executive Search Leadership Consultants (AESC) regularly publish articles, insights, and reports about executive recruiting and profile industry leaders. Dedicated outlets like Hunt Scanlon Media cover industry news, including various rankings of top recruiters.
Online business-focused publications publish lists and rankings, too. For instance, Forbes regularly publishes lists of top recruiting firms.
Professional Platforms and Job Boards
LinkedIn and other professional networks can be valuable sources of industry information, including how to find a top recruiter in your market. Research open roles similar to yours and check out the recruiters associated with the postings.
Online Research of Specialized Recruiters
Search for executive recruiters that specialize in your industry, and do your research. Read case studies and testimonials, learn what other companies trust them, and create a list of firms that interest you. Many firms will welcome you to contact them to ask further questions before you make an appointment for an initial consultation.
How to Evaluate the Right Executive Recruiter?
When evaluating an executive recruiter, there are critical factors to look into:
1. Industry Specialization
Look for an executive recruiter with specialized experience in your industry. Industry expertise not only means they are familiar with the challenges of your business, but it ensures their network and connections are in the right places. Most importantly, they have the market intelligence to target your search to the right talent pool.
2. Track Record, Success Metrics, and Reputation
Ask for facts and figures. How many successful placements has the firm made, and how long do the placed executives tend to stay in their roles? Ask if you can speak to some past clients to learn more about their experience with the firm. And, of course, conduct research within your network to learn about the recruiter’s reputation.
3. Search Methodology
It’s perfectly acceptable to ask recruiters to explain their process from start to finish, from sourcing and evaluating candidates to conducting interviews and managing communication.
4. Network and Resources
In addition to their industry experience, ask the recruiter about the extent of their network and what methods they use to tap their connections to identify the top candidates.
5. Candidate and Team Experience
A recruiter will represent your company in critical interactions with prospective candidates. Learn how they communicate with candidates and ensure a structured, fair, positive experience. At the same time, learn who will handle your search and what your team can expect regarding partnership and process.
6. Placement Guarantee
Ask what protections are offered to ensure a successful placement and how the recruiter stands behind the result. If a replacement search is needed, is there a cost?
Questions to Ask Before Hiring a Recruiter
Dig into an executive search firm’s fit for your company by questioning the firm — and the team members’ — history, experience, and expertise. The right recruiting firm will welcome questions and consider this a chance to promote their expert knowledge and processes.
| Years in Executive Recruiting | How long has your firm been in business? |
| Extent of Industry Experience | What experience do you have in our industry? |
| Market Intelligence | What’s your assessment of the talent pool in our industry? |
| Track Record and Testimonials | Can you share examples of successful placements in similar roles? Can we speak with your previous clients? |
| Success Metrics | What percentage of your placements are in their roles beyond two years? How many placements do you make in a year? |
| Workload | How many clients do you work with at one time? |
| Experience of Recruiters | Who will handle our search, and what is their background? |
| Communication Process | How often will we receive updates? Can we reach out to you at any time? |
| Evaluation Approach | What assessment methods do you use? |
| Guarantees Offered | What are the terms of your replacement guarantee? |
| Post-Placement Support | How do you support onboarding and transition? |
Top 10 Red Flags to Watch Out For When Considering a Recruiter
When researching and interviewing recruiters, notice signs that a firm might not be the right fit. Recruiters genuinely interested in serving your needs will be open and transparent about their services, fees, timeline and process. They will have success metrics to share and freely offer testimonials and case studies for your consideration.
Conversely, there are signs that you should walk away from a recruiter. If a firm hesitates to share information or displays any of these characteristics, it’s best not to enter into a partnership.
- Lack of transparency
- High candidate turnover rates
- Limited success metrics
- Unclear or limited industry experience
- Poor communication
- Unclear fee structures
- Lack of a structured process
- No placement guarantee
- Pushy sales tactics or overselling
- Unwillingness to demonstrate their knowledge
Building a Productive Partnership
When all is said and done, hiring an executive recruiter is the building of a partnership. The search firm will serve as an extension of your business, undertaking an immensely important task: hiring executive leadership that will impact your entire organization.
You can take steps to ensure a successful search and productive relationship with your recruiter.
1. Set Clear Expectations
Defining expectations at the outset of the partnership is the best way to avoid disappointment and stay on target. From timeline and pay structure to confidentiality guidelines and post-placement engagement, start strong by clearly outlining what to expect ahead.
2. Establish Communication Protocols
Agree on a regular meeting schedule and expected response times. Define who should be included in communications.
3. Engage in Regular Check-Ins
Along with communication protocols, determine how frequently status meetings will occur, who should be there, and when additional feedback, insight, or research may be shared.
4. Discuss Feedback and Decision-Making
Candidate feedback will be collected throughout the process. Determine ahead of time how it will be shared, reviewed, and analyzed. Clarify who has final authority on decisions and when a candidate moves forward or is removed from the list.
5. Request Performance Metrics
As part of regular check-ins, ask to be updated on specific numbers, such as the number of candidates being contacted, the number of evaluations, and other performance indicators, to help you understand the progress of the search.
Final Thoughts
When you hire an executive recruiter, you entrust a business-critical process to their team. To reap the benefits of an executive search, you first must select the right recruiter for your business, do your due diligence, ask the right questions, and set clear expectations at the outset. When you do these things, you set up the partnership for success and ensure the executive search gets off to a strong start.
FAQs
Is it advisable to work with multiple recruiters?
Creating one strong and exclusive partnership with an executive recruiter is generally advisable. A retained recruiter will likely ask you to sign an exclusivity agreement to undertake your search. And since a recruiter acts as an extension of your business, representing you in the market and among candidates, working with more than one agency or firm can create confusion or mixed messages, diluting or damaging your brand.
Should I handle executive recruitment in-house or partner with an executive search firm?
Selecting between recruitment methods depends entirely on your search and what you are looking for. The complexity of the role, the difficulty of filling it, your budget and timeline, and several other factors impact whether internal recruitment or an executive search partnership is the best fit.
