Another form of executive search NextGen offers is for select “hard-to-fill” roles with complex and unique requirements, geographic location, or high degree of urgency. Ideal for management roles below Director (Sr. Manager, Manager, and Lead) and select individual contributor roles. The engagement search is a hybrid search set between retained and contingency search.
Let’s be honest. Contingency search is broken – its primary sourcing method is active job seekers who post their resumes on their LinkedIn profiles and job boards. Why would you want to consider these “C players” who are always job hunting .
We do it old school. We use extensive sourcing methods to identify just the right passive candidates (successful, currently employed ICs who are OPEN to the right opportunity but are happy where they are now, therefore not active job seekers.
We seek out referrals, call mobile phone numbers, and privately email potential candidates. Calling on those engaged employees who have their heads down means we are continuously finding those “A players” who would be “ideal match” for your role.
The similarity to retained search is that most of the retained search process we use is intact, as well as an upfront fee. Just like a good lawyer who excels in their expertise, the same is true for an executive search firm with expertise in select high-tech fields who has a proven search methodology that has won several rewards and the industry’s leading replacement guarantee of 2 to 3 years, we ask for a relatively small up-front fee of ¼ of the search fee. The balance of the engagement search fee is due upon the placed candidate commencing employment.
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