Hiring a search firm is a significant decision for any organization, as it directly impacts the quality of leadership within your company. Here are the top six things to consider before hiring a search firm.

1. Inquire about the firm’s search process and methodology. 

• • • Understand how they identify, screen, and assess potential candidates. A transparent and well-structured search process ensures that the firm can find candidates who not only possess the right skills but also align with your company’s values and culture.
    • Consider the passive candidate approach and make sure your search firm understands that you want them to find candidates who may not necessarily be in the job market.

2. Understands your Specialization & Culture

• • • While understanding the company is a priority, even more important is knowing the team the candidate is being hired for.  Each department has its own personality, and you need to know your recruiting firm understands who your company is, what you do, and what makes your company culture stand out. The agency should understand how a potential candidate will add to the current workplace culture and bring diversity to the team.

3. Reputation and Track Record

• • • Check their client testimonials, case studies, and success rates to ensure they have a history of delivering top-notch candidates.
    • From a recruiting perspective, they see a client relationship as a long-term relationship in the making.

4. Client Engagement and Communication

• • • Pay attention to the level of client engagement and communication the firm offers. You want a search partner that keeps you informed throughout the process, providing regular updates on the search progress, sharing candidate profiles, and seeking your feedback.
    • As the client, you have an obligation too.  It’s your responsibility to provide timely feedback on the candidates being presented to your company.  If your search partner hustles to bring you the top candidates, but you drag your feet on letting them know whether or not they are a good fit, you’re doing yourself, the candidate, and your recruiting agency a disservice.  Be sure you can follow up within 1-2 days of those candidate submissions.

5. Fees and Terms

• • • Discuss the firm’s fees and terms upfront to avoid any surprises later on. Understand their pricing structure and whether they charge a retainer, success fee, or a combination of both. Additionally, clarify any guarantees or additional services they provide after placing a candidate.

6. Confidentiality

• • • Ensure that the search firm understands and respects the importance of confidentiality. Executive searches can involve sensitive information about both your company and potential candidates, so you’ll want to work with a firm that maintains strict confidentiality throughout the process.

By thoroughly evaluating these aspects, you can make an informed decision and choose a search firm that best aligns with your company’s needs and values, ultimately leading to successful placements.