Without a pipeline of candidates who are at least as good as your current top performers there can be little hope for continual improvements. Yet to benchmark potential hires against current top performers requires the integration of systems that are typically beyond a third party recruiter’s access and scope of work.

The only safe way to ensure that the pipeline of potential of new hires is properly maintained is to recruit as a matter of course, not need. In some instances, particularly in high-volume or fast growing recruiting environments, in- or outsourcing solutions may be a viable alternative worth considering.

If needed, we will perform the function of a “surrogate recruiter.” We can do this on an assignment-by-assignment or project basis. In any event, typically this would be part of our empowering the sales organization to function without the ongoing need for executive search.

As appropriate, we will work with you to acquire the necessary resources and personnel to become self-sufficient.  On the occasions where there is a bone-fide need for a headhunter we are significantly better than most.

If you would like to explore alternatives to traditional search let us know that you’d like to have that conversation. If a search makes most sense we can explore ways to get that done too.