You, the client, pay a critical role in the executive recruiting process. I’d like to share some thoughts about partnering with Adam Zak that I think you’ll find helpful.

  • Keep us regularly and clearly informed about anything related to the search that you want to keep confidential. We’re always discreet as to the timing and nature of disclosure regarding sensitive information. But your red flag attached to anything will be our red flag as well.
  • Plan ahead with questions and suggestions in advance of our weekly status call. Sending an outline of these in advance is usually helpful. The lead hiring executive should plan to be an active participant in each call; his timely input is critical to making this a smooth process.
  • We’ll be presenting you with information and recommendations in real time and it’s important that you provide us with timely feedback as well. This helps us course-correct during the search process, adjusting the direction of the search to stay on track with any changes in the wind.
  • Make sure to connect us with any potential candidates that you may have been able to identify from your own sources. We’ll pull them into the evaluation process along with everyone else we’re considering for the position.
  • Make your team available for interviews (our initial kick-off process marks target weeks that we’ll be focusing on) with candidates on a priority basis. We wouldn’t be doing this if this weren’t a critical role with your organization. Provide feedback ASAP after candidate meetings and discussions.
  • Remember that, whether or not there is actually a “war for talent” going on out there, exceptional candidates have choices, more so than ever in the last decade. The chances are strong that if a candidate, even if not actively looking to make a change, will be approached by someone else about a competing position while also engaged with us. Make it a point to make your interview conversations a two-way street. At every opportunity be sure to sincerely communicate your interest in the candidate both personally and professionally.

Finally, at our very first meeting to launch the search for this critical role, we’ll lay out our process steps and expected timelines for feedback updates, interviews and other steps.

Day-to-day business activity – customers, suppliers, employees – may require your attention at times that conflict with our timetables.

We get that, but let’s get back on track to the urgent task at hand as rapidly and smoothly as possible.

Now let’s get on to headhunting for your ideal new candidate for that top operations role.

“Our firm selected Adam Zak to conduct an ambitious search for several executives simultaneously. The choice we made was a good one in light of the excellent results we realized, and the speed and efficiency of the searches. Top-notch candidates, expeditious process and professionalism throughout. Adam is a real pro and a pleasure to have on our team!”

Larry Wolfe, SVP, Corporate Secretary & Chief Administrative Officer, J.B. Poindexter