VP of HR for a newly public company
Every executive talent leader we know has been there before: a hiring manager unexpectedly dials up the pressure.
It’s part of the job. Right now, though, there’s no “speed up” dial to turn in response.
According to Thrive data, fewer searches are going to executive search firms. Which means in-house executive search teams are being asked to do more. With capacity becoming an issue for in-house teams to grapple with, resource allocation can be a thing hiring managers get frustrated by.
Recently, we helped an in-house executive search team at a publicly traded company who was in this very spot.
The team had run a calibration internally with the hiring manager and set a target hire date, but the hiring manager’s urgency continued to ramp. Eventually, the urgency hit a point where the team needed help.
With so much work already done, however, a search firm wasn’t an option. They simply needed a handful of high-fit candidates faster.
That’s where SearchEssentials came into play.
SearchEssentials uses technology, data and community to unbundle executive search services, letting you choose how much help you need. Our approach fills the gap between traditional search and do-it-yourself executive recruiting, so you can improve internal processes, find right fits more efficiently and build more inclusive networks.
In this case, we were able to provide the in-house team with generalist search professionals and executive recruiting researchers from places like True, Uber and Netflix to quickly narrow in on an ideal candidate profile. Our work sourced them two finalists for the role within eight weeks of kicking off, helping expand bandwidth for the team and meet the hiring manager’s urgency.
Need help in a similar scenario?
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