Krajicek & Associates

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What is executive search?

The purpose of an executive search is to identify potential candidates for a senior-level position within an organization. Posting vacancies on job boards or running ads are outdated recruiting methods when it comes to recruiting for high-level executives. The project is typically carried out by a consultant or executive recruiting firm specifically authorized to do so by the hiring firm. Professional executive search firms often possess the industry connections and expertise that enable them to reach out to many potential candidates.

Benefits

Some of the benefits of using a search firm are that such firms are better prepared to go directly to potential candidates who are successful in their careers and may not be thinking of moving, they have years of experience assessing the skills, experience and backgrounds of senior executives, they can perform the search confidentially and can provide thorough reference and background checks.

What are the major distinctions between retained executive search firms and recruiting agencies ?

Recruiting Agencies	Retained Search Firms
Are usually in competition with other similar firms or contingency agencies for the placement.	Conduct search assignments on an exclusive contract basis only.
Professional staff is usually paid on commission for placements made.	Professional staff is usually salaried with possible bonuses or incentives for business development.
Typically search for lower level organizational positions.	Usually works at middle to senior management organizational levels.
Focus on presenting the first few candidates they find since time to present is often more critical than the quality of the candidate.	Thoroughly vets the client 's marketplace, targeting the top 10% candidates and assessing their candidacy since the quality of the candidate is the primary focus.
Focus primarily on applicants who are actively seeking employment. Recruiting is placement oriented.	Actively targets and recruits employed candidates who are not looking for a job. Recruiting is a process and is result oriented.
Recruiter works as many jobs as possible and usually spends 1-2 weeks recruiting on each job.	Consultant focuses on a smaller number of searches, generally 3-5, where active participation with the client and candidate pool is critical.
With no guarantee of payment for services performed, the recruiter cannot afford to invest much time in a search beyond basic recruiting and submission of resumes.	Search team may invest 80-160 hours per month per client assignment in recruiting, evaluation, and client interaction.
Works well when employer seeks to review a large number of resumes and conduct multiple interviews without deep pre-screening. Will present most candidates within 2-3 weeks from obtaining job order, may submit substantial paperwork to increase probability of a placement.	Usually recommends 3-5 pre-screened candidates to client company in 4-8 weeks. Candidate background is verified prior to submission. Continues to work until the position is satisfactorily filled. Focus is onassessing "fit" and skill.
Relationship with candidate usually ends with placement.	Relationship with candidate may extend through transition, onboarding and settling in with new position.

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