Corporate Recruiting or (Retained) Executive Search

Corporate Recruiting


    • Very effective in junior level hires where skills abound and internal benchmarks exist
    • Corporate recruiting is cheaper when:
      • There are like positions  that are subject to turnover (Sales Rep, Internal Auditor, System Analyst)
      • Internal recruiting is an option and candidates are acquainted with the company’s culture and business
    • In-house pool of talent can make referrals (usually past co-workers and students) for like positions
    • Active Candidates. For the most part candidates actively looking for a job change will answer advertising on social and printed media


    • Corporate bureaucracy. The recruiter has to cope with other company activities and secondary responsibilities that will distract him/her from his/her core business and unable him/her to respond immediately to a client call
    • Change in priorities. The recruiter is subject to having
      • More than one boss, hence a particular search may not be treated with the importance sought by stakeholders
      • Change in priorities due to major changes, restructuring, expansion or downsizing of the business
    • A Corporate recruiter may not be used to, or feel uncomfortable, calling C-suite candidates, or the latter may resent not being called by some one with a similar rank or seniority
(Retained) Executive Search

  • Confidentiality
    • Company knowledge on search is limited to “have-to-know” stakeholders (i.e.: CEO and immediate supervisor).
    • Usually the name of the potential employer will not be revealed to a candidate until preselected by the consultant
  • Senior position with a required set of skills is not available in the company or internal candidates are not ready yet to assume the role
  • More access to candidates. A consultant will normally have a larger pool of candidates to draw from
    • Passive candidates may not answer calls from an industry competitor for fear of a confidentiality breach that may lead to loose trust with employer (no promotion, no transfer or dismissal)
    • Most searches (70%+) are filled with candidates referred by the extensive network of the consultant
    • A previous similar search may have identified candidates that are more suitable to the current demand (due to personality or industry issues)


  • Credit for fees paid on a cancelled search may not apply to a future search
  • Potential candidates in a current client of the search firm are off-limits
  • In most cases a search may take 90+ days to complete (change in position specs, selected candidate is counter-offered or promoted by employer, etc.)
  • A. J. Schuler

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