Executive search consultants recruit candidates for senior and C-Suite level positions, specializing in specific industries or working across multiple industries. They manage the recruitment process, conduct pre-screen interviews, and negotiate job offers. Their salary is tied to successfully placing candidates in high-level positions.
Typically, an executive search consultant is responsible for recruiting candidates for senior and C-Suite level positions. An executive search consultant’s responsibilities may include managing the recruitment process normally handled by an employee of the organization. An executive search consultant may specialize in a specific industry or work for clients across multiple industries. Executive search consultants can also coach potential candidates for a successful interview.
The types of positions typically recruited by an executive search consultant often differ from the positions held by recruiters at standard employment agencies. Where a regular recruiter might look for candidates to fill low- or mid-level vacancies, the executive consultant targets only senior-level positions. They may fall into what is commonly known as a C-Suite title such as chief executive officer (CEO), chief operating officer (COO) or chief financial officer (CFO). Positions for engineers, directors and controllers may also fall under a high-level job category.
Some executive search consultants work in a specific industry, such as financial services or marketing. Others might work with a company that recruits for a broad spectrum of industries. In some cases, the executive search consultant may work exclusively for one organization, recruiting for all senior-level positions in the organization.
The executive search consultant typically performs the functions of an organization’s recruitment process. This may involve advertising the position in publications that are frequented by potential candidates. Colleagues in the recruiting industry can also be a source for providing and receiving candidate references.
Typically, the executive search consultant conducts a pre-screen interview with potential candidates. Most executive recruiters may also be responsible for completing background checks on candidates. Information about the candidate’s credit, criminal, and employment references is verified prior to introducing the candidate to the client.
Interviews are usually scheduled with a client, based on the selection of several candidates that the recruiter presents. It is not uncommon for the recruiter to train the candidate before the interview. Once the client has decided which candidate is the best fit, the executive search consultant can negotiate the job offer and related benefits between the client and the candidate.
A general practice is to keep a database of potential candidates to tap into when a position becomes available. On the other hand, many executive recruiters have a client list to develop a business relationship over time. The purpose of this approach is to ensure that the organization utilizes your services when a position becomes available.
An executive recruiter’s salary is usually tied to getting a candidate for the senior-level position. She may receive a retention fee for working exclusively for the client. An alternative must be paid after the candidate accepts a job offer.
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