Executive Search
A committed partnership, to find the right Leaders for your business.
Organisations need leaders who lead by example, embody the organisation’s values and inspire others into action. It isn’t easy to identify these traits on a resume, and we strongly believe that a person cannot be summarised in a resume.
Methodology
At ConsonantOne, we’ve reimagined the way an Executive Search is conducted to ensure that only the most relevant Leaders are presented to you. We’ve partnered with The McQuaig Institute to enable our clients to have access to global Behavioural profiles for Leaders, and made Behavioural Assessments accessible to our Clients at the click of a button.
We’re certified McQuaig L2 practitioners and will work with you to build custom behavioural profiles based on the demands of the role you hire for, driving objective & quantifiable results. Coupled with our deep network of Industry Leaders, we ensure you find the right person the first time.
Executive Search Process
Team Structure - Executive Search
Principal Consultant
- Is the primary POC.
- Frames the search strategy and leads its execution.
- Interviews & assesses relevant Executive profiles.
Senior Consultant
- Executes the search strategy.
- Custodian for our Executive network.
- Produces all communication collateral
Talent Advisor
- Responsible for building market intelligence, Talent Pool availability reports and maintains Communication & Outreach channels for our Executive network.
Frequently asked questions
Retained executive search and contingent recruiting are often confused, but they differ significantly in their methods, approaches, and value to both clients and candidates
Focus on Quality
Retained executive search firms emphasise quality over quantity by presenting a select few highly qualified and in-demand professionals. In contrast, contingent recruiters focus on quantity, aiming to place as many candidates as quickly as possible.
Collaborative Partnership
Retained executive search consultants build close relationships with their clients, striving to understand the organisation’s culture and strategy. Their goal is to find the best fit for the role, ensuring a successful and long-lasting executive hire, often backed by a guarantee for each assignment.
Thorough Candidate Evaluation
Retained executive recruiters rigorously assess candidates using advanced techniques like competency-based interviews, 360-degree referencing, and psychometric testing. Contingent recruiters, however, typically leave the assessment and selection process to their clients.
Industry Expertise and Network
Retained executive search firms are experts in placing senior and C-suite candidates. With extensive industry knowledge and a global network, they are well-positioned to find the right fit for top-level positions.
Hire right, the first time
Replacing an executive is costly, and repeating the process can be a nightmare. Whether you need a VP, Board Members, or a C-level Executive, partnering with a retained executive search firm can help you find the perfect fit from the outset. This will positively influence employee morale, productivity, organisational effectiveness, and stock prices.
Enhance Diversity in Your Executive Team
An effective executive search firm can help minimise bias and increase diversity within your executive team across various industries. They achieve this by broadening your talent pool and focusing on qualifications, experience, and alignment with your organisation as the primary criteria for candidate selection, regardless of ethnicity, age, gender identity, or sexual orientation.
Access Top-Tier Executives
Executive search firms have access to passive candidates who are often difficult to reach. Seasoned executives may not be actively seeking new opportunities, but retained search firms use persuasive strategies to encourage them to consider new roles.
Maintain Business Confidentiality
Executive search firms emphasise confidentiality during executive searches and C-level hiring. This discretion is particularly vital when replacing current executives or bringing in new ones, especially if you want to keep the process private. Utilising an executive search firm is the best way to ensure your company’s affairs remain confidential.
Weeks 1-2: Client Consultation & Role Definition
- Creating a detailed job specification
- Identifying target companies for potential candidates
- Developing an outline for the ideal candidate profile
- Setting milestones, desired outcomes, and a timeline for the search
- Conducting a client calibration meeting
Weeks 3-6: Market Research
- Identifying potential candidates with the necessary experience and skills who align with the company’s culture
- Interviewing candidates based on the competencies outlined in the job specification
Week 7: Long List Review
- Providing the client with a comprehensive report, including the top identified prospects
Weeks 8-11: Client Interviews
- Presenting a short list of candidates
- Conducting assessments of the short-listed candidates
Weeks 11-12: Final Stage
- Conducting final interviews
- Performing background checks
- Extending offers and negotiating terms