Executive Recruitment Services

Under a retained search, we actively “head hunt” for the right candidate who is best suited to your job specifications and work environment. We will provide you with a limited pool of qualified candidates from which you can make your selection. These are proven executives with the perfect mission-driven experience, skills, leadership style, and cultural competencies to match your company. If, by chance, the “right” candidate is not in that initial pool, you are guaranteed continuing search activity on the assignment until it is completed, regardless of our cost. The most important advantage of working with us is that you gain accountability and assurance of commitment. 

Use of our industry contacts to source referrals for top or emerging talent Search for and recruit from direct competitors or comparable companies. Completely focus on the search instead of working on several openings. We search for and recruit candidates that match our client’s specifications. in-depth initial candidate conversation and screening to ensure This saves our clients time in the interview process.

We create a customized recruiting campaign based on the specific needs of the position. The first step is diagnosing the problem. What goal are you trying to achieve by hiring this person? How many years of experience does this person need to have specific knowledge of the product? What geographic region should the candidate be located in? Should this person have a Fortune 500 background or come from a startup environment? Has this candidate navigated through an IPO, merger, or acquisition? What type of leadership style? What is your company's culture like?

Once the requirements are defined, we will identify a long list of potential candidates who may be able to deliver on the leadership requirements. In some cases, more than 100 potential candidates will be identified, although in some cases, the list may be shorter. We will follow a research methodology designed to identify potential candidates for the role. This doesn’t just mean a quick search of LinkedIn. Unquestionably, LinkedIn will play a part, but a broader combination of online research, telephone sourcing, and old-fashioned networking will all be utilized.

Our proprietary database has hundreds of industry contacts, and because we have years of experience in the medical device industry, we have developed lasting relationships with many of these candidates.Social media is available to anyone, but the public nature of these sites means that senior executives are unlikely to be comfortable sharing the type of information that they might in a personal and private conversation. Making contact with the executives The next step in the challenge is to identify candidates. There are two types of candidates: active (about 25 percent of the work force is actively looking for a new job) and passive (about 75 percent of employees are not actively looking for opportunities). Passive candidates include "tippy-toe" candidates who are thinking about moving, passive candidates who are employed but open to new opportunities, and super passive candidates who are employed and would not even consider a new opportunity. Because not all candidates are actively looking for a new role, it stands to reason that some of the candidates will not be responsive. 

Candidates are often overwhelmed with phone calls from multiple recruiters. The best candidates are extremely discerning when it comes to handing out their resumes. As your retained recruiter, we will give you access to a better pool of talent. We have the recruiting skill to get past the gatekeepers and then pitch our client's opportunity. We have extensive networks and will often turn to these connections as a way of starting conversations. A personal introduction can often open doors that would otherwise be slammed shut. The service offered by our search firm is to help the client understand and scope out the role, identify, and then approach potential candidates. Once a shortlist is drawn up, we will be on hand to help with the assessment process and deliver detailed reports discussing the relative merits of the final candidates. 

A quick search on a job board may deliver a roster of potential candidates in minutes, but are the best candidates submitting resumes to job boards or surfing around on Indeed? A retained search firm will not manage that! A CEO search, for example, might take 90 days to complete. A board search might close more quickly, but — equally — there are many cases of executive searches that have dragged on. Recent examples include the searches for new CEOs for Intel and the Premier League. A host of factors need to be taken into consideration when deciding on a recruitment strategy. There are many criteria that need to be considered, including maximizing the chance of hiring the best candidate, the cost of hiring, and the time taken to complete the process. 

There is no one-size-fits-all answer, but, generally speaking, the more senior the position, the more impactful the role, and the lower the availability of talent, the more likely there is a need for a retained search. We’re excited to talk with you about how we can help build a winning team. We can provide you with a talent advantage within the medical device industry. Let's talk!

"The team with the best players wins." Jack Welch