Around 19 million people live in the greater Los Angeles area. The sheer number of potential employees present an opportunity and a challenge to employers looking for exactly the right new hire. While there are many executive search firms Los Angeles, only a handful can deliver the results you are looking for. Thus, it’s critical to partner with the right firm. Before you hire a search firm or “headhunter” remember:
- Recruitment firms’ expertise varies widely
- National firms generally lack a local focus (have a smaller pool of candidates)
- It’s important to work with a recruiter you can trust
- You will achieve the best results by defining the type of candidate you need
Top executive search firms offer clients the expertise to “look around corners” so to speak. As a result, they help their clients define their specific current and future needs to find the right individual to join their team.
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Who are the best executive search firms?
Korn Ferry, Heidrick & Struggles, Spencer Stuart and Russell Reynolds Associates rank high as “top national search firms”. And they have offices worldwide. However, bigger is not always better. The best firm for your company is the one that can clearly understand your needs and can deliver the individual that best meets your search parameters. Therefore, if your recruitment needs are not front and center for your executive search firm, you’re working with the wrong firm.
While the websites and resumes of big national search firms look impressive, remember the Los Angeles labor market is incredibly diverse. If you’re looking to hire one of the best executive search firms Los Angeles, it’s critical to choose a local firm that understands the many variables of the Los Angeles labor market. Inside and out.
Are executive search firms worth it?
The key questions to ask yourself when deciding to hire a search firm are 1) how much do you value your time, and 2) how important is this hire? Finding the candidate you ideally want to bring on board with the right experience/personality combination is hard. Plus, reading resumes and discerning which candidates truly meet your needs is both an art and a science. And it takes time and experience! Search firms do this type of specialized work all day every day. Let the professionals do their job so you can focus on yours.
Furthermore, how much of your time and energy do you want to invest in learning the ins and outs of creating job descriptions, placing advertisements and fielding applicants? Not to mention the majority of these applicants will not be qualified. The time you lose searching on your own can be put to more productive use! Hence, focus on what you do and let the professionals do what they do.
An executive recruiter will work with you to carefully define the position you need to fill and discern your goals. They will learn how your team performs. A recruiter will manage the volume of candidates and advise on the relative strengths and weaknesses of the most viable. They do the hard pre-screening work and bring you the cream of the crop so you don’t have to waste your valuable time. Consequently, this alone makes an executive search firm worth it if you consider how much time they’re saving you. Similarly, if you consider what the true cost will be if you hire the wrong candidate. Search firms are worth it, in other words.
“If you think it’s expensive to hire a professional to do the job, wait until you hire an amateur.” –Red Adair
What is an executive search firm?
The executive search firm you select will function as an extension of your executive suite. They’re a respected confidential and trusted partner who looks out for your company’s best interest because they’re interested in long-term business relationships. Every new hire alters established work environments and team interactions. An experienced recruiter will sensitively assess your exact needs and deliver qualified candidates as a result.
The top executive search firms Los Angeles provide clients with a panel of candidates who meet the established criteria and help debate the advantages of each qualified candidate. Think of your recruiting partner as a General Manager of a sports franchise. Therefore, you’re the Owner. Remember that successful General Managers search and ascertain market value to your organization. Then they recruit for specific strengths that will benefit your company’s bottom line. In other words, the headhunter you choose will have the experience to make this an all-star hire. They truly make a difference in your profit and loss statement consequently.
How do I find an executive recruiter?
The most important search you will do is to carefully read and assess the presentations of every respective employment agency. Do your homework! Evaluate their websites, consider the online testimonials from past clients and take a look at LinkedIn profiles to see what type of recommendations they’ve received over the years. Is this someone you could see yourself working with? If the answer is yes…
Next, make contact! Executive recruiters should welcome exploring a business relationship with you. This is especially true if you see a potential business synergy. Call or email them. See how fast they respond, and how quickly you are put in contact with a high-level recruiter. It’s certainly imperative to establish a good personal connection. Ask how they work. Then listen to the questions they ask you. Do they care about your business? Are you two really able to really communicate? Is it comfortable? Remember, this is someone who you need to trust is all-in on your respective search. Look for executive recruiters who enjoy what they do because their job requires them to invest a large amount of time and energy into their work to meet client goals.
“Hiring the right people takes time, the right questions and a healthy dose of curiosity. What do you think is the most important factor when building your team? For us, it’s personality.” –Richard Branson, Virgin
How do executive search firms get paid?
Headhunters are paid in two ways. It’s either on a contingency basis or retainer. This depends on your needs and preferences. Most successful executive search firms Los Angeles have limits to how much they will negotiate down from their standard rate. This will be because they keep all clients at the same fee structure to ensure every search is treated as a top priority. A contingency recruiter earns a fee when an employee is hired, and the fee is determined most often by the first-year total compensation offered. In contrast, an alternative method is the payment of a retainer in advance to conduct a search that will usually result in a hire. Fees for retained searches are also calibrated on the compensation determined for the specific position. National firms for high-profile searches usually will seek one-third of someone’s expected first your compensation. That will also include any relevant expenses.
Before you decide to work with an executive search firm, review their contract. Be sure you understand the terms. This type of business relationship does not require a lengthy contract. If you’re dealing with a search firm that keeps everything above board, their contract will be likely one page. In other words, it’s short and sweet. This doesn’t have to be a complicated process nor should it be. It’s worth investing and paying a fair market rate for the search firm you believe will find you what you’re looking for. This is truly a worthy investment.
How do executive search firms work?
Just as you the client will do your homework to choose the firm that you will entrust with your needs – search firms will become thoroughly familiar with your business, teams and needs. Search firms also:
- Familiarize themselves with your job description, reporting relationships, culture and the overall hiring goal
- Assess your current team – how they function, what they need, who fits in with the office dynamics (every hire affects team chemistry)
- Lead you through the search process A-Z
- Be all in – they treat your search just as they would treat a search to hire someone at their firm
Remember, it’s the search firm’s job to add value. Furthermore, they ideally will find more than one person who you’d like to hire. By the time you’re ready to make the big final decision, it will be obvious this is a great fit for both sides. You and the top candidate were meant to be. Additionally, this doesn’t have to be a stressful process. Executive search firms are doing it all wrong if on the client side this isn’t painless and time-efficient. You need to feel you were presented with great options. This will make choosing the ultimate hire an enjoyable experience.
In Brad Stone’s book, The Everything Store: Jeff Bezos and the Age of Amazon, Jeff Bezos says “Amazon isn’t happening to the book business. The future is happening to the book business.” To avoid being the brick and mortar bookstores that Amazon has widely displaced, it’s important to hire the top talent. The talent who will do their part to lead you into becoming (or remaining) an industry leader. Hiring a great search firm to find the top candidates will pay dividends. Short-time and long-term for the bottom line.
What makes a great executive recruiter?
Communication is key in recruiting. Does your executive recruiter really understand your needs? Do they value your time? The inter-personal relationship between recruiter and professional/the client is an essential ingredient with a successful search. Trust is a very important element and this needs to be established from the get-go. Executive recruiters need to be passionate about achieving the ultimate goal. They need to care. They need to be there for you as a company and as a business relationship.
In fact, great recruiters have long-term relationships with their client’s organizations. They utilize their knowledge of a company’s needs to efficiently find additional employees. This is whenever an appropriate need arises. Great executive search firms Los Angeles are loyal. They want their client companies to succeed.
Great recruiters know how to build trusted relationships with candidates. They believe they should present candidates with opportunities that have their best interests in mind. This benefits all parties involved. The client deserves to find someone who is an outstanding fit. The candidate deserves to be somewhere where their work and time are valued. Great recruiters should never settle for anything less than a win-win situation.
How long does an executive search take?
Time is a variable. Circumstances often force a need for a quick turnaround. Consequently, a skilled recruiter offers you a huge advantage by accomplishing a lot within a short period of time. In general, expect you will need 1-2 months from the first conversation with your executive search firm to the hire being made.
When it comes to executive search firms Los Angeles, we know a firm that has a proven track record. This same firm expects to make significant progress on every search within the first two weeks in terms of presenting multiple candidates who should be seen as worthy of an interview. For more information, contact the Clay Burnett Group.
Who is the best recruitment agency?
Often recruiters specialize in specific industry sub-groups like tech, manufacturing or financial services. Recruiters can also specialize in accounting & finance, human resources, information technology and operations. Examine different agency websites carefully. Schedule a phone call with them to be sure they have expertise in your field, and be sure to ask them about any areas of specific concern. Try to connect with whoever the top person is on their leadership page. Make sure your search is their priority. You need to believe they will be working on your recruiting assistance needs around the clock. Whatever it takes. This includes early mornings, late evenings and weekends. Nothing should stop the best recruitment agencies from achieving success.
The choice of which agency to entrust with your needs is key to getting the job done properly. Trust your gut.
Explore the boutique executive search firms Los Angeles in your general geographical location of need. This includes whether that’s where your headquarters is, or if this is where you have a satellite office. Google is your friend. Try searching for: Executive Search Firms Southern California. Find a LA recruitment agency who can outline in clear and concise fashion the TOP REASONS to partner with them.
How do I do an executive search?
Interview search firms (ask for referrals and/or research on Google). Understand how they will manage your needs. Review contracts. Select a firm. Establish a working relationship.
A recruiter will help you create the profile for the position. Prioritize the skill sets required for interviews before the firm begins to recommend candidates. Value your time. It’s okay to pass on candidates if they aren’t what you’re looking for.
If you prioritize your search, your recruiter will notice the importance you’re placing in this. They will have no choice but to exceed your desire for success. Every hire alters the balance of skills and personalities already at work. You’ll need to assess the potential benefit added by each new employee. Hiring the wrong employee is very expensive. It wastes time and money. This is where investing in a search firm pays dividends.
Notify your firm when you’re ready to hire. They will have a strong candidate relationship. The offer phase needs to have no surprises. The candidate will already be pre-closed by the recruiters involved well before extending. This maximizes the time of all parties. Since your search firm already gave you reasonable compensation expectations well in advance of the candidate’s final interview, the remaining stage of your search is seamless. Meeting on terms is expected. Not a question.
“Hiring people is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture.” –Howard Schultz, Starbucks. This is the reason to meet top-notch candidates with great resumes. Choosing the one who is the culture fit becomes easy. Focus on culture fit during the interview. It’s already pre-determined by the search firm this candidate has the experience to do the job. That’s due to your firm’s countless hours of work to find you top talent.
How are executives recruited?
There is no one size fits all answer here. Some of the below companies are resources executive search firms Los Angeles will be using to source top candidates. Recruiters leave no stone unturned when recruiting for executives. Every search requires a time commitment. Recruiting is a two-step process: 1) locating top candidates, and 2) vetting/attracting each individual candidate for respective positions. There are countless numbers of ways to build a network. Recruiters do this all day every day. Also, they likely have years and years of contacts at their disposal in their confidential database of relationships. This is their competitive advantage.
What is the difference between headhunter and recruiter?
Executive search, headhunters and recruiters are nearly interchangeable terms. They are used to describe the functions of the professionals that work to help businesses find new employees. Some firms limit their scope of work to include a narrow segment of a specific industry client base. Others may specialize in short-term staffing. There are also firms that work with all types of Fortune 500 organizations plus middle and small market companies.
At times, “headhunters” are thought to be more so outside third party resources. In other words, VIP partners for companies. While “recruiters” work on the payroll of specific companies. In this example, “recruiters” have fewer incentives for individual searches to succeed. They are more so focused on filling a high volume of seats.
Where do recruiters find candidates?
Professional executive recruiters maintain confidential research databases. This gives them an advantage in managing information about potential candidates. Some of these candidates may be individuals who have shared their resumes in online venues. Others might be employed. That group might not currently be searching for a new job, but they have a relationship with the recruiter who knows to contact them if a certain type of opportunity opens. Recruiters frequently look for individuals who are performing at a high-level and willing to move for a better opportunity. There are many ways to define what a “better opportunity” is for someone. Career growth. A shorter commute. Increased compensation. Different culture/work environment. Position perks. And improved job stability are all reasons someone will change jobs. Executive recruiters have a good sense of what the candidate is looking for.
It’s important to note that no reputable search firm will poach an employee from one established client to place with another. This is an excellent reason for maintaining a strong and exclusive relationship with a quality search firm. Recruiters need to always carry themselves with ethics and integrity.
Executive Search Firms Los Angeles Conclusion
The value you place on your time will lead to a decision to choose a high-quality executive recruiter. Do-it-yourself recruitment efforts waste resources and lead to costly mistakes.
Once you’ve made the critically important decision to contract with an Executive Search Firm in Los Angeles, you have clearly defined your role. You’re a decision-maker who will be presented with a panel of highly qualified candidates. The Clay Burnett Group is proud of the relationships they have established with clients. They’re proud to be considered amongst top Executive Search Firms Los Angeles. They’re also thought to be amongst top Executive Search Firms Orange County and top Executive Search Firms California. They would like to partner with you to increase the scope and success of your business.
You can partner with the Clay Burnett Group to help your company reach its goals. Hiring top talent is critical to prepare for the future! Connect anytime.