Getting Retained Executive Search Right: Success Starts With Process
I was recently having lunch with an HR colleague (this was in late February). We discussed a ‘troubled’ President search going on at her company. There is a search firm working on it; they are a firm that works extensively (almost exclusively) through PE organizations (a PE firm owns the company in question). This search firm was no longer working to present any new candidates. The HR person suggested my firm as a possible resource (that they switch search firms with a goal of reinvigorating the search). The response from the PE firm was a ‘request’ – to have us send them sample resumes of people we thought would be a fit.
My immediate response, and the same response when I took the time to really think about the request, was NO!
Presumptuous
The above request was indeed real and one we have heard many times before when we were and are introduced as an unknown firm to a potential client. The request is not one that only comes when a search is ‘troubled’. It is an all-too-common request. In my opinion, this is a horrible request on so many levels. Here are some of the immediate thoughts that come to mind:
- Candidate confidentiality – passing along resumes without the candidate being ‘fully read in’ tells the potential client that we know someone is always looking. And the candidate may not want their resume out there at this particular time.
- Does the candidate ‘submitted’ even want to be considered in this particular case?
- How do we really know what the client is looking for?
As a quick update, I had lunch with a client (President of a company we work with) on Monday, April 6th and told the above story. He was shocked that there would be a resume request. His articulated shock mirrored the above comments. (We as a search firm have had the privilege and pleasure of placing the majority of his company’s leadership team.)
Process – Search NOT Fetch!
Executive Retained Search is indeed a process. The process has a clear starting point – there is an identified need to fill or refill a position. The need is unique – how the organization got to the point of need is something that has to be understood.
Each need has parameters. What is happening at the organization? What are the objectives that are defined in the strategic plan? What are the immediate needs to be addressed? There are experience requirements. Just replacing the person leaving with a similar background may not be the best direction. That person leaving helped to move the organization to where it is today. The needs of tomorrow have to be addressed and accounted for when developing the experience requirements.
There is a culture to fit into. Culture is not bad or good; it simply ‘is’ and the person coming in needs to understand it and interact with it in some manner. That doesn’t mean the culture won’t evolve or doesn’t need to evolve. That said, the culture won’t change on day one. Internal processes and channels of communication exist. These are established methods of interacting, both formal and informal. While change may be a need, radical change on day one is typically not the winning solution.
So Much To Cover Before Presenting Candidates (Or ‘Sending Resumes’)
When we reach out to a candidate to present an opportunity, they expect us to know a great deal about the organization and the position. (And anyone that knows us also understands we will not simply send a resume until there is mutual agreement about doing so.) Our search initiation questions incorporate in-depth discussions covering some of the following areas:
- Organization history
- Reason for the opening
- Position history
- Review of position description (if available)
- Key deliverables
- Definition of success for the position
- 30/60/90/180/365
- Success attributes from other new senior leaders
- Behavior internally
- Decision-making criteria
- Best ways to interact with the hiring leader/board
- Behavioral derailers
We also cover what we term as search logistics. We discuss:
- Past search efforts
- Compensation structure
- Base/bonus/commission
- Hybrid/remote options
- Benefits information
- Interview team/order
- Organizations to avoid and/or target
The Process Evolves From There
There are textbook models that suggest that any Executive Search can be completed in 90 days. That works if everything goes as planned. ‘Planned’ in this case means no changes to the specifications/needs along the way and that there is no ‘season’ change. This Blog was posted on April 15th . . . . . and 90 days from now includes the first half of summer. In Minnesota, every third person is on vacation starting in June (through Labor Day) and Fridays are rarely available. (Don’t even get me started talking about the time from Thanksgiving week to New Year’s Day.)
An executive will also want their transition to be professionally handled. That means giving more than a 2-week notice.
We do everything possible to control the pace of a search. Client events, hiring leaders, candidates and calendars are not always in our control.
There Is Also Job Market Reality
Job Hugging is a term that I first heard in September, 2025. It was in the news (a CNN story). The term was mentioned again in February, 2026 in the Minneapolis/St. Paul Business Journal. It was defined as a newer trend where workers are staying on their jobs longer due to worries about losing their jobs; they are also less confident about new employment. That means more outreach from the search firm to get the same number of candidates moving forward. It is simply part of today’s process.
We Don’t Know How The Search Will End
I used to think I was brilliant – that I could tell you how a search would end (once I met the ‘right’ candidate). That allusion of brilliance went away by the second search we ever conducted (in 1996). Each search takes its own path no matter how well paved.
There Is Demand
As I bring this Blog to its conclusion, let me tell you that there is demand for great candidates. While the news tells you the negative, we hear the opposite from candidates we proactively reach out to. (To get away from that mindset, please look again at https://www.abelnmagy.com/blog/stop-reading-the-news-at-least-the-bad-news-executive-search-offers-a-more-balanced-story. If nothing else, read the Blog section, If It Bleeds, It Leads.)
When we talk with candidates, we always ask if they are active in any other search process. In many cases, we get the same answer . . . . . they are being actively recruited or active in at least one other search process as they talk to us. And they weren’t looking; as mentioned above, we proactively approached them. The market is active (but quietly in many cases – activity is not making the news).
If you ever want to talk search process and lay out a plan, reach out. Planning for events in the future will help lead to the desired outcome – the success you want and need.