About Executive Recruiters

Jobseekers do not pay fees to search firms.

Instead, the companies that hire recruiters to fill a position pay for their services. Be wary of any recruiter who asks you to pay them a fee.

There are two types of search firms – Retained and Contingency.

While both types charge fees only to the hiring organization, it is important to note the differences. When the hiring company retains a recruiting firm, that firm is paid regardless of the results of the search. Retained firms are typically used to fill higher-level positions at $100,000+ salaries. Contingency search firms receive payment only when their candidate is hired. Over the last few years the “search” industry has gone through some significant changes. While contingency firms have generally always accepted retained work, many retained firms now accept contingency work. You decide which type of recruiter is right for you!

Don’t limit your search by geography.

For many job assignments, executive recruiting firms will look nationally or even internationally. It is absolutely in your best interest to gain exposure among search firms who fill positions in your industry, function and salary range, no matter where they are. A Chicago recruiter is just as likely to have an assignment in Los Angeles as in Boston. That being said, it’s much easier to network with local recruiters and they can be an invaluable resource when penetrating the local hiring market, particularly for non-executive positions.

Some search firms specialize, while others don’t.

To make your search as effective as possible, target your efforts towards recruiters that work in your respective industry and/or specialize in your job function. As you begin to network with these specialized recruiters you’ll find they are very much aware of where opportunities exist within the micro hiring “economies” of your shared areas of expertise.

Whether retained or contingency fee-based, search firms are handsomely rewarded for filling positions on behalf of their corporate clients. Thus, networking and building relationships with qualified, reputable recruiters is a critical component of career management strategies. Think about how to leverage your previous career, education, interests and credentials to consider. Don’t be constrained by ONLY those functional areas in which you have direct experience. For example, a senior-level executive at a large firm with abundant experience in running a large division may be a perfect candidate for CEO at a small or mid-sized firm. Or the owner of a small business might consider middle or senior management an appropriate career move. When considering the industry index, use a similar philosophy of identifying all of the areas in which you are qualified and interested. Consider that some industries are naturally conducive to hiring from within other industries, some are not. If you’re not sure, spend some time researching before you make contact.

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