Few things are more cringe-worthy for CEO’s and heads of HR alike than churning a “rock star” executive only a few months after they’ve come on board. Given the extraordinary amount of time and expense associated with recruiting an executive hire, this kind of departure hurts the business and the bottom line in painful ways.
Technology is “digitizing” the world around us. As Michael Baresich, Chief Information Officer at Ally Financial Group puts it: “Every company is either a technology company or a technology company in hiding.” What’s remarkable is the exponential rate of this growth: the modern cell phone has more computer power than all of NASA did in 1969 when it placed men on the moon. Going further into the past, the modern-day audio greeting card has more computer power than that of the Allied Army in World War II.
What are the most critical considerations in selecting an executive search firm to represent your company in the marketplace? Or otherwise, what kind of questions should heads of talent and CEO’s ask their prospective executive search partners before selecting one to work with?