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How do I choose an executive recruiter?

Choosing the right executive recruiter can have a profound impact on the success and the future of your mining operation. Whether you’re looking for a CEO, CFO, CTO, or any other top-level executive, there are some essential steps and considerations to keep in mind.

We’ve come up with our top 7 things to tick off when you’re shopping around for the right executive search agency.

1. Define your needs

Before you start searching for an executive recruiter, you must have a clear understanding of your company’s needs. Determine the specific role you’re hiring for, the qualifications and experience required, and your long-term goals. This will help you communicate your needs effectively to potential recruiters.

2. Look for specialised agencies

Executive recruiting is a specialised field, and not all recruiters are equal. Look for recruiters who specialise in your industry or the type of leader you’re seeking. For example, if you’re in the mining sector, find a recruiter with a track record of placing mining executives.

3. Review their track record

A recruiter’s track record is a strong indicator of their competence. Ask for references or case studies of successful placements they’ve made in the past. Inquire about their success rate and the time it took to fill positions.

You can read about some of our executive recruitment case studies here.

Evaluate their network

A strong network is crucial for finding top-tier executive talent. Inquire about the size and reach of the recruiter’s network, including their connections within your industry and geographical region.

It helps if the agency has been around for a while and has built up strong industry connections. Did you know that here at Globe, we have 70,000+ mining industry professionals in our database?

Assess their search process

It’s not just about how many people they have in their database. Understanding a recruiter’s search process is essential. Ask how they source candidates, the assessment and evaluation methods they use, and their approach to cultural fit assessment. A well-defined and transparent process is a good sign.

4. Communication skills

Effective communication is vital in the executive search process. Evaluate the recruiter’s ability to listen and understand your organisation’s culture, values, and unique needs. Clear and open communication is key to a successful partnership.

Nathan de Jong, APAC Delivery Manager at Globe 24-7 talks about that in an article here if you’re interested.

Are they compatible with your company?

Assess whether you feel comfortable working with the recruiter. Trust your instincts; a good working relationship is essential for a successful executive search. Sometimes a smaller boutique agency will give you the attention you need.

Availability and responsiveness

Timeliness is a big one. What is the recruiter’s availability and responsiveness? You want a recruiter who can act swiftly and keep you informed throughout the process.

5. Fee structure

Understand the recruiter’s fee structure. Typically, executive recruiters charge a percentage of the hired executive’s first-year compensation. Make sure you’re clear on the terms and fees before engaging their services.

Beyond fees, negotiate terms

Once you’ve identified a recruiter who aligns with your needs, negotiate the terms of the engagement, including the scope of work and timeline. Make sure you have a clear and mutually agreed-upon contract in place.

6. Consider references

It seems like an obvious one, but don’t hesitate to ask the recruiter for references from past clients. Speaking with these references can provide valuable insights into their performance and client satisfaction.

7. Trust your gut

Finally, trust your instincts. If something doesn’t feel right or you have reservations about a recruiter, it’s okay to explore other options. A successful executive search requires a strong partnership built on trust and mutual understanding.

Choosing the right executive recruiter is a major step in finding the leadership talent that can drive your company’s success.

Take your time. Do your due diligence. And make sure that the recruiter you choose aligns with your company’s values and goals.

A well-chosen executive recruiter can make a significant difference in your executive search process and the long-term success of your company.

Want to know more?

Click here to find out how to recruit for executive level positions.

Click here to find out how a good recruiter can ease the stress of executive recruitment.

Got a recruitment challenge, looking to fill a vacancy or even just want to have a chat?

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