FAQs

Whilst we have a large network and database of candidates, we believe that executive recruitment requires a more targeted approach to finding the right person. Typically the majority of candidates identified in an executive search process are not actively looking for a new role. We find that reaching out personally to those that look to be a good fit for the role is a great first step. Even if they are not interested, they may know someone who is looking for their next role.

Utilising our extensive network is just one of many tools we use to identify new candidates. ​We use data and searches from multiple online recruitment-specific sources. Using this data, we approach candidates in a direct but professional manner. Using a variety of methodologies, we can identify and engage all candidates in the geographical market.

The main difference is the process and the detail. Traditional recruiting relies heavily on the active candidate market whereas executive recruitment looks to make contact with candidates who aren’t currently applying to roles and checking job boards.

Approximately 70% of the available talent pool (particularly at senior levels) are not actively looking for a role but will consider one when approached. Also, executive recruitment often focuses on technical and behavioural competencies rather than a simple checklist that candidates have to satisfy. This gives scope for a more targeted pool of candidates.

Additionally, the process also allows us to collect and share whatever data might be useful for our clients. In the past, this has included competitor salary data, bonuses and benefits offered, perception of their brand in the market, working-from-home arrangements etc. Our aim is to make the process as informative, helpful, collaborative and transparent as possible.

This transparency extends through the whole process. Unlike a normal recruiting process where you give a brief and then receive resumes, clients can play a part in the process to identify candidates should they wish to. During the search phase of the process, we often have weekly catch-ups with our clients where we share our progress in a spreadsheet. This allows them to view the whole market list we are searching from rather than just those that are shortlisted for interviews.

It does depend, however recently we have successfully placed 3 senior executives in less than 4 weeks from start to finish. Obviously, there may be a longer wait for that individual to commence depending on their notice period. That being said, our average senior-level recruitment processes take around 7 weeks. This can be expedited depending on the complexity and urgency of your hire.

Due to the investment of time and the thoroughness of the Executive search process, we charge for these assignments in stages. This is a deposit-led solution where you will be invoiced one-third of the approximated fee on formal engagement. Typically the next one-third instalment is invoiced on the presentation of your shortlist, and then the final invoice is generated on the day your new hire commences.

We calculate our fee percentage based on a ‘common sense’ approach. I.e. if you are searching for a ‘needle in a haystack’ our fee would naturally be higher than a search where the candidate pool is more significant. As per Our Values, this involves a transparent conversation to ensure a complete understanding of your requirements in order to agree upon a fee that accurately reflects the expected time investment required.

No matter where you are in your planning for hiring an Executive role, we are here to help. Whether you’ve done this multiple times before, or don’t know where to start we can tailor our approach accordingly.

The critical piece when commencing your search for an executive employee is to have a clear idea of who and what you are looking for and then allow 1-2 hours of time for a thorough briefing session with one of our experienced recruiters.

We pride ourselves in asking the right questions to truly understand who you are searching for, both from a cultural and technical perspective. By ensuring this is well thought out, Richard Lloyd will have a great starting point and a clear roadmap to begin your search. If required we can also help you craft an attractive job description.

Executive recruitment works best when the search process is a collaboration. We want to work with you in partnership on your appointment and will invest all time and effort necessary to understand your organisation and engage the best talent in the market.

When you are ready to discuss your senior recruitment needs, please contact us at (02) 8324 5640.