We used them for several management positions ... They are a distinguished professional executive search firm in every way.
Linda Yang,
HR Director
S.C.Johnson
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Global Executive Search Solutions 
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PROS and CONS of various Recruiting Services Back to view our whole range of services.
Click here to view Pros and Cons for Family and Friends Click here to view Pros and Cons for Universities and Alunmi Click here to view Pros and Cons for Social Networks Click here to view Pros and Cons for Ads and Job Boards Click here to view Pros and Cons for Contingency Search Click here to view Pros and Cons for Search Retained Agency
Source of Recruitment CON PRO
Family & Friends
  • Does the person really have the required qualifications or experience?
  • Potentially huge problem if person doesn't work out.
  • Known 'Risk'-factor
  • Person is 'trusted'
  • No cost
  • Suitable for lower to mid-level positions.
Universities & Alumni's
  • Does the person really have the required qualifications or experience?
  • Due to same background (education), no 'outside' inputs or experience.
  • Person & educational qualification is known.
  • Usually no cost
Social Networks
  • Does the person really have the required qualifications or experience?
  • Usually no cost
Ads & Job-Boards
  • Does the person really have the required qualifications or experience?
  • Usually no cost
Contingency Search
  • Contingency 'Search'-company working for candidates (not the client)
  • Due to level of positions recruiting for, usually no contacts with high-level executives.
  • Source of candidates often by harvesting resumes from job-boards, job-banks and want-ads.
  • Typically 'active' candidates only. (Candidates actively looking for jobs)
  • Candidates usually non-exclusive (several agencies sending the same candidates' resumes to several companies)
  • Resumes submitted once received by the agency.
  • Non-exclusive for any clients (candidates offered to several companies ..)
  • Motivation to work for specific client = low (due to non-exclusive)
  • Worldwide contacts: typically no
  • Typical guarantee-period 30 days
  • Do the people whose resumes you are received really have the required qualifications or experience?
  • Cost (approx) 10-15% of first years' compensation (= not really a 'Search' )
  • Typically junior/lower to mid-level positions.
  • Higher cost than Ads, but lower than retained.
Retained Search
  • Cost (approx) 25-33%% of first years' compensation.
  • Retained Executive Search firm working for client (company) exclusively.
  • Typically Director-level and above positions, i.e. including V-level (VP, EVP, SVP) and C-levels (CEO, CFO, COO, CMO s.o.) + Board-Positions.
  • Due to level of positions recruiting for, usually high-level contacts.
  • Active Search in client-specified industries, geographic areas and other specific requirements.
  • Active Search for 'passive' candidates (candidates not looking at want-ads, job-boards & not sending out their resumes) = best People not looking!
  • Exclusive presentation of candidates (short-listed candidates presented only to the client)
  • Qualified candidates are interviewed face-to-face
  • Only candidates matching job-descriptions searched and presented on shortlists (frees clients' capacity and time for their core-business).
  • Exclusively working for client. (high Motivation). The reputation depends on each successful search.
  • Global offices (YES Partner specific)
  • Each search managed from the beginning to the end by the 'lead' office (YES Partner specific)
  • Typical guarantee period = 90 days.
  • Only high-caliber candidates presented.
  • Apart from 'common' positions, works also for 'difficult-to-fill' positions.
  • Search carried out within the clients' processes and time scale (as a Partner)
  • No up-front payment, i.e. 1.payment due only at time of shortlist. (YES Partner specific)
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