Category Archives: executive search consulting
Today I was speaking with a friend who is a recently retired university president. We were talking about his experience with search firms.
“I can tell you Keith, that I really like to deal with a search consultant who wants to work closely with me in understanding our strategic imperatives, threats and opportunities before, during and after presenting me with candidates for a key position in my cabinet.”
This was music to my ears because it is exactly what we strive to accomplish every day here at KULPER & COMPANY.
KULPER & COMPANY Executive Search
The Transformational Leader: A Proven Value Creator
There are many terms in business meant to capture the essence of a complex concept in a simple phrase. Some are pretty clever, even poetic: “evergreen credit line”, “thought leader”, “paradigm shift”, “claw-back” and many others. But here is one that is chock-full of benefits for organizations when a need for one occurs: Transformational Leader.
The first question we normally receive from a prospective client is —
“Can you help us with our search need?”
Every client comes to the realization that their search requires the right search firm in order for the outcome of the project to be successful. Almost always the client is more comfortable with a search firm that has experience completing searches that are similar in nature to their hiring need. For example a client needing to hire a new CEO will always feel more comfortable retaining the services of a search firm with a solid track record of success completing CEO search assignments. “Success begets success”.
You may have tried to complete a key hire in the past only to find after 18 months or so that the wrong person was hired for a critically important role. When a high profile search goes off track people start running for the exits—but, by then it is way too late!
What are the hiring goals and objectives of your enterprise?
Every company, university or not for profit association we support has a set of goals and objectives that include aims such as: revenue growth, increased profit margin, market share, customer satisfaction and product development. What about the degree of enthusiasm of your colleagues for the work at hand, though…often evidenced in the perception of the enterprise over a longer period of time. How smart are the people in the organization? Do they make a contribution to the industry or field in which they compete or operate? Are the products or service solution they offer considered just OK and priced to sell, or are they truly first rate?
If you are a C-level executive, University President, NFP Executive Director or board member/trustee with responsibility to grow and develop your organization we are ready to help attract “A Level” people to your team. KULPER & COMPANY has proven experience identifying the very best talent for the most important leadership positions. We know that the key to successful executive search consulting requires effective listening. Once we hear what you have to say we will be able to quickly introduce the right professionals with the drive, ability and confidence to do an exemplary job. We know that there are many options when it comes to solving hiring challenges including internal recruiting departments, contingency recruiting firms and other retained search firms. The business keeps changing but the essentials of effective executive search consulting remain the same: our job is to make a long-lasting hiring match for your organization.
Consistently attracting “A Level” performers is a big challenge, but well-worth the effort.
“A Level” performers are very busy professionals. To seriously interest them in your opportunity you must be willing to take the time to fully describe the job deliverables/ by when, provide detailed information about organization background, culture, leadership and financial performance.
What to do when you are confronted with a
Surprise Resignation of a key revenue producer?
Your global sales leader has taken another job with a key competitor. While she had a contract that included severance and other guarantees from your company there was no provision inserted to prevent her from resigning her job and going over to a competitor—and begin delivering new revenue for them immediately upon arrival. Let’s not dwell on what you should have or could have put into the terms of the employment contract of your departing sales executive; this is more of a question for your senior HR executive.
There is often confusion around this topic. If you are a potential client with a need to attract top talent for mission critical positions the management committee needs to have access to several first rate executive search consultants who are willing to take the time to understand the strategic goals and objectives of the organization and then become a reliable and highly responsive source for quickly delivering top candidates for the most important positions within the organization.
Here is a case in point.