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When filling strategically significant positions within an organisation, the stakes are high. The cost to rehire when it doesn’t work out with executive-level roles is estimated to cost businesses £200,00 ($240,000), so how does that compare with executive search costs?
Companies must find the right person for any job, but a single misstep when recruiting CEOs or other senior and strategic leaders can have severe consequences for an organisation. This is where executive search firms come in, leveraging their expertise and resources to help find the perfect candidate which is a strong technical and culture match. However, their services come at a cost, and organisations need to understand these expenses compared with the risk of trying to recruit senior leaders in-house.
Even with the most capable and sizeable internal talent team, in-house recruitment of executive roles requires a different approach – that’s why most of the biggest companies use executive search partners for senior roles.
Executive search firm fees in the UK, America and Europe are typically structured as retained fees.
In a retained fee arrangement, the client pays the executive search firm a fee to secure their services. This fee is usually calculated as a percentage of the candidate’s estimated first-year compensation, ranging from around 25% to 35%. Sometimes this is quoted as a percentage of the total remuneration offered to the chosen candidate, but in some cases, firms (including CJPI) will offer a fixed fee so that you can budget accurately and avoid ‘fee-creep’.
Typically the fee is split into and paid in thirds, with the consultancy only receiving payment for the next third based on tangible milestones and deliverables. For example;
This structure gives clients assurance of their costs based on the role whilst sharing the recruitment risk and reward with their executive search partner, who is required to deliver tangible results at every step of the way whilst being retained to ensure their focus and attention on the role.
One of the questions we are often asked by clients at CJPI – particularly those with internal talent acquisition teams – is “Why can’t we try this ourselves” or “Why can’t our internal recruiters just do this”. In other cases, businesses have already spent considerable time and cost in recruiting the wrong fit before engaging with an executive search firm to access the expertise and tools which are inaccessible to them directly.
Critically, we know that the best candidates are far less likely to engage with internal hiring managers or recruitment teams directly, which significantly reduces your talent pool – even if you know exactly where to look.
A report by the Economist Intelligence Unit, titled “Talent and the New World of Hiring” discusses how the traditional hiring process is being disrupted by changing workforce demographics and technological advancements. The report suggests that as the competition for senior talent intensifies, the role of executive search firms will become increasingly important in helping organisations find, attract, and retain the very best candidates.
We’re not suggesting recruitment of executives in-house never works, but the chances of finding the best talent available are significantly reduced, and the access to the specialist tools required to reveal the most accurate assessment insights is often limited with in-house teams who are experienced in recruiting for specialist mass roles, or general business functions.
When we look at strategic hiring in particular, as the above model shows, these roles are a tricky combination of;
When looking at each of those hiring groups (above) you can see the requirements for recruiting each hiring group in an optimal way, such as the effectiveness of the “job ad” approach and whether active sourcing or brand is most critical.
The bottom row of this table explains the approach with a senior leadership role which has a low success of job adverts alone, and requires active sourcing (headhunting) to identify a very low talent pool availability with extremely high strategic implications – this is the sweet spot for professional executive search firms such as CJPI.
Here are just some of the common risks of attempting an executive search in-house;
In place of a clear retained fee structure proposed by an executive search firm, paid at various deliverables/milestones, the cost of attempting this in-house can work out more costly, even if you do get it right.
Executive search costs are often calculated based on a percentage of remuneration for the role and paid at stages aligned by deliverables which reduces risk. Organisations must understand these costs and carefully consider their options, risks and rewards. By doing so, they can weigh up the budget and share the risk – without exposing themselves to unnecessary pitfalls.
If you have a strategic role for which you are considering working with an executive search firm, you can find out more about our executive search services here, or contact us for informal advice in the first instance.
Chris is the Founder & Managing Director of CJPI and a Fellow of the Institute of Leadership.
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