Executive Search

Organizations know what Great Leaders can do; hence executive search firms are retained for their specialised reach, methodology & value add in leadership hiring. Traditional channels/tools of headhunting have become less of a value add for clients; hence a wider reach of candidates is required i.e. to look beyond: professional networks, communities, Job boards/adverts, social media and references; in order to find those rare hidden gems.

A 2019 Harvard Business Review (HBR) report concludes that 95% of hiring is done to fill existing positions. Hence Time-to-Fill/Turnaround Time (TTF/TAT) are today no exceptions even for “Leadership Hiring”; plus technological advances have fueled this edginess in employers. Striking Balance of quality candidates with speedy closure of hiring mandates; is a generic expectation from Headhunters.

Employers today have become more demanding, pushing back against concepts such as billable hours, and requiring fixed fees with greater transparency on costs. Digital technologies, rapidly shifting global geopolitical & economic situations affect “Leadership Hiring” decisions; hence being a repetitive cycle service, “Executive Search” people are looking for alternatives to lower their fixed cost.

Technological advances have changed the way hiring is done with interactive experiences, high candidate engagement & reachability. Employers are obsessed with new technologies and driving down costs; hence ignore the ultimate goal of perfect hire i.e. missing the forest for the trees. Hence it has become imperative for an “Executive Search” firm of choice to strike a right balance.