Recruiting · Hiring engineers

What qualities, experience, or attributes do Smart Founders look for in choosing a Search firm?

Nicholas Meyler Recruiter/Broker for "Disruptive"​ Talent. Questing for the Next $Trillion Unicorn.

December 11th, 2015

Given the need to identify and hire rare but essential people with specific skills, what qualities make Founders most convinced of the qualifications of a particular search firm or recruiter to find those people? How do most Founders who use recruiters actually get introduced to the recruiters they end up using?

Given that Google paid Heidrick and Struggles $100 million to find their CEO (who may or may not be the best candidate), I think it is certain that recruiters have enormous value. The question is, what specifically makes them most attractive?

I myself have helped one company go from $200M per yer to $1.4B per year income by placing a key individual, and others in a similar fashion... How do I let potential clients know that I can do the same for them?

Daniel-Flavius Lucica

December 15th, 2015

I believe that in order to identify a high calibre candidate you need to be one yourself. There's no value in recruitment based on key words you do not understand.

To answer your question in five points:

1) I would look for recruiters that have relevant working experience in the domain I am interested in, in order to fully understand my overall domain needs. This goes both ways as I might also need some education related to latest recruitment trends in my domain. I look forward and always appreciate that kind of feedback. It builds trust for a long term commitment.

2) I would look for recruiters that are on top of their game when it comes with being agile and staying ahead. I look for people that understand the differences in generations. How millennials are different from baby-boomers for example and how to approach them in a customized way, because of the previous understanding.

3) I would look for recruiters that are curious and ask questions regarding the company culture before they go on technical JD details. Hiring the right people is very important, not just the people that can do the job. A good recruiter should understand the culture and project it back to me as confirmation. Further more the recruiter should present to me a method of identifying candidate's personal values and match them accurately against the company culture.

4) A good recruiter should also accurately question, identify and match the soft skills/capabilities of the team and of the candidate. Aspects like: social, communication, attitude are very important to the future long term integration.

5) A good recruiter's relevant technical domain knowledge and experience should also be used to properly identify, understand and match all the technical aspects of the JD.

Nicholas Meyler Recruiter/Broker for "Disruptive"​ Talent. Questing for the Next $Trillion Unicorn.

December 15th, 2015

@PeterJohnston I like your second response better, but I am still of the opinion that as long as Technology continues to make progress, there will still be a need for recruitment specialists who are skilled in finding rare candidates.

My clients are among the most savvy of all with respect to knowing their fields and the people in their fields, and are well-networked and well-known themselves. All the same, they clearly need my help (or someone else's if I fail) to find key people with skills that are crucial to their organization.

To state that there is no longer room for growth in the search industry is probably incorrect, since 2014 was a record income year for it, and the economy, if still a bit weak, is growing, too. I'm not sure that it makes much sense to assume otherwise, so long as the individual recruiters themselves remain alert, inventive, and industrious, as well as committed to change and improvement.

On the other hand, in defence of your statements, @PeterJohnston, I think your views are held by a fairly large number of people who are not as intimately involved in the Search Industry as I am, and even by some of those who are. I suppose my point, almost entirely, is that my goal is to overcome that perception and make a key difference where I can.

Nicholas Meyler Recruiter/Broker for "Disruptive"​ Talent. Questing for the Next $Trillion Unicorn.

December 14th, 2015

@PeterJohnston that's a well-written and thoughtful opinion, but it clearly is not an answer to my question. Also, I think it needs to be stated that the idea that recruiters are useless is belied by the fact that it is a $100 Billion industry... a rather frivolous claim, but a common misconception these days, apparently.

Peter Johnston Businesses are composed of pixels, bytes & atoms. All 3 change constantly. I make that change +ve.

December 14th, 2015

Love the cognitive dissonance, Nick.

There is a thing called the Bell curve. When you're at the top of the Bell curve, you have a "$100 billion" industry. But all the growth and the opportunity is gone - all that is left is consolidation and ever decreasing margins.

And a new Bell curve to take over from the old one.

Nicholas Meyler Recruiter/Broker for "Disruptive"​ Talent. Questing for the Next $Trillion Unicorn.

December 15th, 2015

https://www.linkedin.com/pulse/executive-search-science-nicholas-meyler

Nicholas Meyler Recruiter/Broker for "Disruptive"​ Talent. Questing for the Next $Trillion Unicorn.

December 15th, 2015

@Daniel-Flavius Lucica:  Excellent feedback. Very helpful! Thank you.

Nicholas Meyler Recruiter/Broker for "Disruptive"​ Talent. Questing for the Next $Trillion Unicorn.

February 3rd, 2016

Incidentally, Peter Johnston, as of today, about 50 days after posting this question, I am fairly swamped with work -- which I think would NOT be the case if Recruiting were really a dying industry.  Verbum sap.  I would still be interested in hearing other ideas of the most important and sought-after qualities in a Recruiter from other people, too!