The Care And Feeding Of Executive Recruiters

Executive search firms aren't for everybody. Only the ready-for-the-corner-office crowd need apply.

Consider this: the book regarded as the bible for people most likely to use executive recruiters is Rites of Passage at $100,000 to $1 Million+: Your Insider's Lifetime Guide to Executive Job-Changing and Faster Career Progress in the 21st Century by John Lucht.

"That really is the compensation range recruiters place most often," says Peter Gray, a principal with Korn/Ferry Futurestep, the online arm of one of the largest executive search firms.

When placing full-time workers, recruiters typically take home a commission worth 25 to 33 1/3 percent of that person's annual pay, he says

"Because of that fairly high cost per fill, companies typically use firms for more senior positions," Gray says.

Still in the club? There are literally thousands of firms that advertise as executive recruiting firms, ranging from small boutique firms that deal with specialized workers in small geographic ranges to large, international firms. Korn/Ferry, for example, placed more than 5,000 clients last year. It's tough to tell from a name whether a firm is reputable, so be careful.

"Everybody wants to sound very high end," Gray says. "Sometimes a firm will use all the right shiny, tony names."

So how do you tell whether a firm will really deliver?

Jessica Shevitz, a Manhattan-based job coach, says size doesn't matter, as long as the firm has working relationships with companies that interest you and deal specifically with your field of work.

"It doesn't matter to the company what the source is," says Shevitz, of Journey Consulting. "If the recruiter is working with that company, that usually means they have a good relationship with that recruiter."

Another difference among search firms has to do with the way the recruiters get paid, either on retainer or by contingency. In retained search, the consultant works on behalf of the client company to find someone who fits the company culture and needs. Because these firms often have a minimum fee, they tend to place more high-end executives, Gray says.

But be warned: the recruiter's interest is weighed more toward the company seeking to fill a position than your needs.

"Any search firm is only really actively interested in you to the degree that you fit the needs of the current clients," Gray says. "Search firms are client-driven, not candidate driven."

A contingency search firm's fee is paid only when the client actually hires a candidate presented by the firm. They're typically good places for job seekers who want to get known and broadcast their resumes more widely.

Shevitz says the best contingency firms stack up with the best firms that operate on retainer. But a bad contingency firm could waste your time sending you on interviews for jobs that don't meet your requirements.

The key is finding a recruiter who really listens to your needs. Besides checking the firm's client list, you'll want to compare how the recruiter describes the potential job verses what you gather about the position during the actual interview.

"When you go and meet up with [the recruiter, he will] tell you about the job and maybe two days later you'll go on the interview," she says. "Note the similarities. It will tell you how insightful the firm is in terms of getting the right specifications for their clients."

Finally, you'll be relieved to know its okay to work with more than one firm. Shevitz says "Two is the perfect number. But they have to be good firms. Keep searching until you find firms that send you on promising interviews."

"If you work with too many firms, you won't be able to keep track and it will show," she says.

Finally, using firms isn't like dating. You should be honest about the fact that you are two-timing. Sometimes if you come to one firm with a job offer, another will work harder to fit you an even better job, she says.

"Be honest and upfront," she says. "It works better for you."