Filling key positions is essential to a startup’s success and growth. But hiring the right people can be a daunting task, as startups typically have limited resources. This is where executive recruiters come in.
Executive recruiters specialize in identifying, evaluating, and recruiting top executives for organizations. Here are three reasons you should hire executive recruiters as a startup.
Three Things Executive Recruiters Can Do for Startups
Save You Time and Money
Since they specialize in recruiting senior executives, executive recruiters know what to look for and can quickly find the right candidates for your open positions. This saves you the time and effort of interviewing and evaluating candidates who don’t have the skills you need and who don’t resonate with your business’s culture. Executive search firms save you money because they have access to specialized industry networks and research resources that you otherwise might not be able to find or would hopelessly follow into a dead-end lead.
Specialize in Your Field
Many search firms specialize in just a few industries, giving them a deep network and inside knowledge that can streamline your search. Specialized recruiters understand the nuances of recruiting senior executives in your industry; they know how to find the best candidates for your positions and how to attract them to your startup.
Manage the Hiring Process From Start to Finish
Professional recruiters know how to structure job offers and negotiate effectively with candidates. They’ll pitch your business to competitive candidates and stick with you throughout the hiring and onboarding process. This makes them invaluable when it comes to filling key positions in a startup.
Signs a Startup Should Hire an Executive Recruiter
There are some telltale signs that indicate it’s time for a startup to hire an executive recruiter. These include high turnover, employee burnout due to understaffing, and trouble maintaining confidentiality throughout the recruitment process. Professional executive recruiting services know how to keep the lid on a search, even in industries where everyone seems to know everyone and everything they’re doing.
The Difference Between Retained and Contingency Search
There are two main types of paying executive recruiters: retained search and contingency search. Retained search is when the recruiter is paid a lump sum retainer for their services upfront, while contingency search is when the recruiter only gets paid if they find a candidate your company chooses to hire.
Although retained search may be more expensive, it can often give you access to a more focused and qualified range of candidates, as well as provide more personalized attention during the hiring process. Retained executive recruiters also do significant industry research and work to get to know your business’s culture and needs. As a result, they can do a better job developing a focused list of top candidates, and pitching your startup to highly desirable candidates who may be sought after by competing companies.
The reasons your startup should hire executive recruiters make it obvious that experienced, retained search firms are an invaluable resource for startups. They save you time and money, provide expert advice, and steer companies through the hiring process from start to finish.
