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Ridgeway Partners Ranked a 2023 Top US Search Firm

By Press Releases, Ridgeway News

Our third annual public survey to determine the top US retained executive search firms ran from 1 st August until 31 st October 2023 and saw participation from over 18,000 senior executives that form both client and candidate groups. This year, we saw eight new entrants to the Top 49 Ranking List and comprises of five women owned firms.

In a guarded industry such as executive search, where public feedback is hard to come by, often potential clients have very little data to help them make the right decisions. Our survey data is used by over 180 clients to decide on which search firm to work with.

imageOur online public survey is designed to gather maximum feedback from respondents in under 60 seconds. The key information we gather from respondents are:

  • Professional career level of the participant
  • Participant profile – whether candidate or client
  • Industry of the participant
  • Search firm, each participant wishes to rate
  • Participant’s experience with the search firm and how likely are they to recommend a search firm to others (NPS)

Our survey focuses on retained executive search firms that use research driven methodology to identify and select the best available candidates. The ranking covers executive search firms that are headquartered and have the most number of Consultants in the US.

Our ranking is not solely based on revenue or size of the business. “Revenue-only” approach to ranking puts smaller firms and those not willing to disclose revenue at a disadvantage even though they are deeply valued and trusted by candidates and clients alike.

All our software products for search firms are free to use. This helps us manage the ranking process in an unbiased manner. If you are a search firm, you can gain access to our confidential job description sharing and tracking platform for free. Contact us at info@c-suitecvsecure.com

This ranking is the result of an evaluation process within the parameters set by C-Suite CV Secure, Inc., its affiliates, and partners if any. C-Suite CV Secure would not comment on the quality of executive search firms that are not included in the ranking, and their reputation is not disputed. For more information on logo licensing and methodology, please write to info@c-suitecvsecure.com

Ridgeway Partners Ranked a Top US Search Firm

By Press Releases, Ridgeway News

NEW YORKOct. 27, 2022 /PRNewswire/ — C-Suite CV Secure, Inc., a New York headquartered resume sharing and tracking technology company for C-Suite executives announced its 2022 ranking for America’s Top 49 Retained Executive Search firms.

Heidrick & Struggles retained the top position followed by Spencer Stuart, Russell Reynolds Associates, Korn Ferry, SPMB, Daversa Partners, JM Search, Diversified Search Group, DHR International and Bespoke Partners in the top 10 positions.

See the full list here: https://c-suitecvsecure.com/executive-search-ranking-2022

In a guarded industry such as executive search, where public feedback is hard to come by, often potential clients have very little data to help them make the right decisions. This is where the survey becomes relevant and significant – this survey ranking is the only trusted source of recent and genuine feedback directly gathered from the market. With strict controls in place, duplications and attempts of manipulation are detected.

This survey focuses on retained executive search firms that uses research driven methodology to identify and select the best available candidates. The ranking covers executive search firms that are headquartered and has the most number of Consultants in the US. C-Suite CV Secure survey data and ranking are the go-to source for executive search buyers who are keen on placing their time and money for the best results.

In 2022, the public survey ran from 7th October to 23rd October and forms an integral part of the overall ranking process. With over 7,800 respondents from over 54 industries and sectors, both candidates and clients provide valuable insights into their view of the market.

The ranking is not solely based on revenue or size of the business. “Revenue-only” approach to ranking puts smaller firms and those not willing to disclose revenue at a disadvantage even though they are deeply valued and trusted by candidates and clients alike.

About C-Suite CV Secure, Inc.: C-SuiteCVSecure.com is a New York headquartered, technology platform that enables senior executives to confidentially share and track resume helping them retain full control of their resume. The platform precisely tracks and reports Who viewed the resume, When and How many times. Executive Search firms uses the same platform to share their confidential job descriptions to protect client confidentiality.

SOURCE C-Suite CV Secure, Inc.

Ridgeway Partners Tech Leaders on the Move – Q3 2021

By Newsletter

Here is the next installment of my tech talent newsletter. My goal is to give you relevant insights into talent, hiring, and corporate governance within the technology space. This newsletter will look at trends across the:

  • Board level
  • Executive (C-suite) level, and
  • Earlier stage talent (0-10 years of work experience)


Board Level Trend: Cross-Industry Diversity of Thought

We’ve heard it before—bringing different perspectives and wider experiences to the board level improves your company’s performance. But in addition to companies making their boards more gender and racially diverse, companies are now more often adding board directors from outside their industry who can bring a fresh and different perspective.

Examples of Cross-industry Board Appointments

  • Cisco appointed Marianna Tessel to NED. Tessel was formerly CTO at Intuit.
  • General Motors named Meg Whitman NED. Whitman comes from Hewlett-Packard, where she was President and CEO.
  • Cigna appointed George Kurian, former CEO of NetApp, to NED.

While the first outside board member is most often from the company’s industry, there is increasing cross-pollination between regulated industries, like financial services and tech, which makes sense; boards are looking at leaders who can provide a new way of thinking, but boards want those leaders to have experience operating in heavily regulated industry.

Examples of Fintech/Tech & Banking Cross-Industry Board Appointments

  • Marqeta named Martha Cumming NED. She comes from Wells Fargo, where she was Head of Compliance Strategy & Operations.
  • ACI Worldwide hired Mary Harma as NED. Harma was previously Managing Director of Enterprise Payments at Bank of America
    Corporation.
  • FVC Bankcorp appointed Meena Krishnan to NED. Krishnan comes from Inoventures, LLC, a national award-winning business analytics firm, where she was President and Chief Executive Officer.
  • Lendingtree named Erin Selleck NED. Selleck was previously Treasurer at Union Bank.


Executive Level Trend: Stopping the “Brain Drain”: The Rise of the Head of Digital Workplace & Tech Employee Experience Leaders:

After a long year and a half since the onset COVID, in a world that’s becoming more accepting of remote/hybrid work, there’s been a shift in focus on employee tenure and stopping the “brain drain”. Why? Because it’s typically harder to onboard employees due to less impromptu conversations and “water cooler” talk. Current employees also have a better sense of a firm’s culture, business objectives, and already have the internal relationships in place to move the needle.

Yet how do you ensure that these employees are not only happy but equally effective in a remote/hybrid work environment? By adding talent in newly created employee engagement/tech chief of staff roles, of course! This is different from finding a former HR leader or Chief Talent Officer to be your Head of Employee experience (like what PayPal did), I’m talking about companies finding a former tech leader to figure out how to make your employees happier and more efficient by leveraging tech.

Examples of moves

  • JPMorgan is taking this seriously and promoted JR Reid of the newly created employee experience and corporate tech group, which is
    modernizing the tech platforms employees internally to improve employee engagement and efficiency.
  • Salesforce hired Jill Tucker (a former CTO) as VP of Business Technology & Employee Experience
  • Raytheon hired Kelly Candler as VP, Digital Workplace & Employee experience. She was previously VP, Product Delivery, Digital Workplace at GE

Even if your firm will be going back into the office full-time and remote onboarding isn’t an issue, reversing the “brain drain” and improving employee tenure is still a pressing issue. Did you realize the average employee tenure is only 1.1, years at Google, 1.8 years at Uber and only 2.1 years at Dropbox? Clearly there’s lots of room for improvement when it comes to employee tenure.


Earlier-Stage Talent Trend (0-10 years of work experience): Universities team up with private companies for mutual benefit

The demand for the top tech talent is so fierce that companies are engaging this talent as early as possible. They do this not just by setting up innovation labs (many of which are near universities), but also by funding AI departments and labs at universities themselves, in order to gain access to research, experts, and young talent (such as IBM’s $20 million pledge to Notre Dame’s Tech Ethics lab).

Additionally, companies are adding top AI & Computer Science professors as Advisors. One of the main benefits of doing this? These advisors can serve as recruiting/brand ambassadors by connecting their employer to their top students. By working with university professors, companies are able to have an inside view of (and early access to) up and coming talent, while also promoting brand awareness. On the flipside, professors are able to increase their salary, and prime themselves for potential future board appointments at tech companies.

Examples

  • Experian appointed Renato Vicente, associate professor of applied mathematics at the University of São Paulo, as chief data scientist in one of its research-and-development labs.
  • Morgan Stanley hired Michael Kearns, a part-time computer and information science professor at the University of Pennsylvania, as a
    senior adviser in its AI Center of Excellence.
  • JPMorgan Chase & Co. appointed Manuela Veloso, a Carnegie Mellon University professor currently on leave, to be its head of artificial
    intelligence research.

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About Us:
Ridgeway Partners is a 50-person, retained executive search firm with offices in Boston, New York and London. We specialize in technology, financial services and where they intersect.

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