Exec Search: How to Get It Right

Making the right executive hire is one of the most critical decisions for any growing company. But hiring executives isn’t something most do often. So, we brought in an expert who works on hundreds of executive placements to share tactical advice on how to get it right. Read on for our interview with Rhoda Longhenry of True Search, where she tackles our most frequently asked questions about executive hiring.

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What differentiates executive search from general search?

‍Executive search focuses on recruiting for senior-level positions, requiring a deep understanding of specific industries and functions. Unlike general search, executive search firms proactively seek out the best candidates, rather than relying on active applicants. They act as an extension of the company's recruiting arm, providing expertise and market knowledge to identify and attract top talent.

How can founders prepare for their first executive search?‍

First-time founders should educate themselves on the executive search process and realistic timelines. Collaboration and alignment with the recruiter, executive team, and board are crucial. Clearly define the role, required experience, and desired competencies. Be prepared to invest time in calibrating expectations and evaluating candidates effectively.

How can founders develop conviction in saying "yes" to a candidate?‍

Building trust with the recruiter and understanding the candidate pool is key. The recruiter should present a curated selection of highly qualified candidates closely matching the defined specifications. Founders should engage in thorough assessments, including back-channel references and seeking input from trusted advisors, to build confidence in the chosen candidate.

How can companies ensure a positive candidate experience during an executive search?‍

Prioritize clear communication, responsiveness, and timely feedback throughout the process. Ensure a smooth and efficient interview scheduling process. Prepare the interview team to engage meaningfully with candidates. Structure case studies to be challenging yet manageable, respecting candidates' time constraints.

How can you effectively close a candidate during an executive search?‍

Closing involves both addressing the economic aspects and fostering a strong emotional connection. Establish clear compensation expectations early on, backed by market data. Understand the candidate's motivations beyond financial gain. Demonstrate genuine interest and build rapport through thoughtful gestures, team engagement, and involving the candidate's family in the decision-making process.

What is a typical timeline for an executive search?‍

The average executive search takes around three months. However, depending on the market conditions, role complexity, and candidate availability, it can extend to six months or longer. Patience is crucial to finding the right fit.

What factors can influence the duration of an executive search?‍

Factors affecting search duration include:

• Market conditions: Candidate availability and risk aversion can impact timelines.
• Role specificity: Highly specialized roles with stringent requirements may take longer to fill.
• Company profile: High-growth companies with strong reputations may attract candidates faster.
• Decision-making speed: Delays in scheduling interviews or providing feedback can prolong the search.

What advice would you give to a CEO conducting their first executive search?‍

• Partner with the right recruiter: Select a recruiter with relevant industry and functional expertise, and establish a strong, collaborative relationship.
• Invest time in the process: Dedicate the necessary time for calibration, alignment, and thorough candidate assessment.
• Treat the search as a strategic initiative: Recognize the importance of finding the right fit for long-term success.
• Make the candidate experience a priority: Ensure a positive and respectful experience for all candidates, whether they are hired or not.

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