Customer Stories
The in-house executive recruiting function at a prominent international food brand was responsible for closing around 70 searches annually, 85% of which were conducted in-house. Because of their efficient process, the team was skeptical about enlisting research or sourcing assistance from any firm outside of traditional executive search to support
Customer Stories
Talent partners are deeply invested in the success of the portfolio companies they support and because of this, are often pulled in a million different directions. For those managing dozens of portfolio companies, it can feel like a big game of whack-a-mole trying to knock out the most time-sensitive requests.
Customer Stories
A healthcare startup needed to hire a new Program Director with experience scaling operations to continue their rapid expansion of medical centers across the US. In just two years, they had grown from 10 physical locations to 90 and were looking to accelerate growth further. The importance of supporting this
Customer Stories
It’s hard to know whether to hire from within or go external without first defining best-of-market talent. That was a recent scenario an executive talent leader at a financial services company found themselves in when trying to hire a Senior Wealth Planning Manager. The team wanted to speak with
Customer Stories
Recently, a middle-market PE firm came to SearchEssentials struggling to find executive advisors to help them ramp up. They had highly specific sector experience requirements, which made it difficult to connect with qualified individuals. When they did, they struggled to convey the right message to get them excited about an
Customer Stories
Finding good advisors is tricky. Depending on the portfolio company, there could be up to a dozen permutations of what constitutes a “good candidate.” One person might work well for Portco A but get rejected by Portco B because they lack industry fit. They may work up to a point
Customer Stories
Hiring executive leaders gets harder when special licenses or certifications are prerequisites to even be screened for a role, especially when prospective candidates don’t actively market them. Ensuring your talent pool has the mandated credentials adds hours of research time for teams handling searches in-house—depending on your size,
Customer Stories
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