Executive Search is a well-known solution to the challenges of securing senior talent at the Board, C-Suite, and C-Suite-1 levels. This is a detailed and forensic approach that casts a net over a given market to pull talent and assess skill sets, ensuring all opportunities are explored. Market research, networks and technological know-how allow us to look beyond LinkedIn to uncover the hidden gems not found in plain sight. This methodical approach ensures no stone is left unturned in the search for the ideal candidate.

Once talent is identified in what we call a “long list”, the advocacy work begins. Based on a thorough briefing and intimate understanding of the organisation, culture, strategy, and position, we methodically promote your opportunity to the market and bring candidates into the search process.

Detailed interviews follow. This is where skills, culture and fit assessments are made using competency-based questioning, and more formal assessments if desired. A curated shortlist is presented, and client-led interviews are conducted. A close and effective feedback loop is established, and we work together to identify the preferred candidate. We also help to negotiate a package that ensures success for both the candidate and the client.

But what about Technical Search, how does it differ and when do we use it?

Search isn’t just for Executive roles. In fact, although we are very much in the C-suite space now, North Search’s genesis comes from placing extremely hard-to-fill professional and technical mandates in the infrastructure space. This is why we are more tenacious and successful than our old-school SHREK competitors in the Executive space. These firms typically have a placement rate of circa 60% and a fee structure that rewards them for turning up, not getting a result. We have a close to 100% fill rate and are paid for success.

Technical Search is designed for the mid to senior technical or professional positions that traditional hiring methods struggle with. This is typically due to the niche requirements of the position, including skill set, location, and diversity. There may also be a lack of internal capability or time to deliver. In addition, this would be a great option for a multi-hire campaign that demands multiple positions in a business-critical environment.

You do not need to use search if you are getting results from your more traditional methods, it’s not designed to replace tried and tested pathways or your internal talent acquisition teams. Executive and technical search is a complimentary service that supports your leaders, human resources teams and the wider business.

By using our skills across market mapping, networking, and looking beyond LinkedIn, we can develop a search strategy for your niche, critical and hard-to-fill positions. A flexible approach means that you can either wait for a refined shortlist or see and meet talent as it comes into the search process.

We work closely with you to get a thorough understanding of your position, your needs, your company, and the best-fit solution for your available position. With executive search, we work closely to provide feedback and manage the process to ensure a smooth pathway to success.

If you’d like to find out how either of these search options might be best applied to your organisation or challenge, visit our services here, or reach out.

Download our executive search playbook here.