Why work with an executive search firm?

As an executive search firm, Odgers Berndtson Ireland specialises in finding high quality candidates for executive roles. We work extremely closely with clients, taking the time to assess existing talent within the business and to understand the company culture and facets of the role. This means we not only assess a candidate’s leadership competencies, but also the individual’s ‘fit’ within the company. 

However, our relationship with clients and candidates is far more extensive than a one-time contractual arrangement. We serve clients through an ongoing relationship, providing talent mapping, market insights, act as an informal intermediary and a bridge into the talent market.

While we are client-led, we are also an independent advisor for candidates. We match their profile and career goals with the right role, and offer profile advice, interview guidance, negotiation support, and salary benchmarking.   

Importantly, we judge success on the longevity of a placed executive’s role, and the impact of their contribution to the organisation as a whole. 

This is what working with an executive search firm looks like.

Talent mapping

We engage in a strategic process to identify and analyse key individuals within specific industries or sectors. Doing so provides clients with a comprehensive understanding of the executive talent landscape they are hiring in and supports future recruitment needs.

In addition to role criteria and fit, we conduct market analysis of the industry the company operates in. This includes market trends, the competitor landscape, and any factors that may impact talent availability.

The process provides a detailed view of the executive talent market, including specific skills availabilities, and how these are distributed within the industry. Throughout, we collaborate closely with clients, seeking feedback and adjusting search criteria if needed. 

Market intelligence

Working with an executive search firm is an ongoing relationship. Outside of specific searches, we meet with clients on an informal basis every few months. This type of proactive engagement means we provide ongoing market intelligence into specific skills and competency availability, industry hiring trends, and remuneration levels.

For example, we regularly meet with PE firms, who might tell us in the next 18 months they are looking to invest in manufacturing assets. They need someone with multi-site operations experience combined with strong operational excellence and want to know what the current talent landscape looks like. This enables them to plan effectively and is something we don’t charge for.   

This ongoing relationship with an executive search firm also improves succession planning – we can provide a snapshot of the current leadership market and views on executive salary expectations.

Independent intermediary

Executive search firms are independent intermediaries for clients and candidates. We often introduce executives to clients informally, where there is no role, but feel the meeting could be beneficial to both parties. We do this if we believe the individual’s skills, experience, and cultural fit aligns with the client’s current or future needs.

This enables clients to build relationships with top-tier executive candidates before a formal position is defined, fostering a mutual understanding of goals and aspirations. Through these interactions, we help clients cultivate their talent pipeline, ensuring that when a role emerges the groundwork is already in place for a seamless recruitment process.

81% of Irish businesses are struggling to attract talent, leading to fierce competition at all levels. Our anticipatory approach means the organisations we work with can outmanoeuvre the competition and stay ahead of the market when their executive talent needs arise.

Access to a talent network

As an executive search firm we support in-house recruiters and people officers with executive appointments. Our candidate network is far larger than most company talent pools, is multi-industry, and extends beyond Ireland. It means we provide clients with a large and diverse executive talent network.

This network is vetted to include only top tier executive candidates, then further refined to those who meet a client’s specific needs and who we believe have the potential for long-term success.

Finally, many executive appointments require the ultimate discretion, such as hiring a replacement when an executive is still in the role. Working with an executive search firm means clients are relieved of the workplace secrecy but still retain all of the control, trust, and transparency.

Independent advisor for candidates

Interacting with Odgers Berndtson as a candidate means having access to exclusive opportunities, personalised career guidance, and negotiation support. We also provide independent advice and information. This includes honest and direct feedback about CVs, the prospect of securing a specific role, and up to date information about remuneration. 

This is particularly helpful for candidates moving countries or returning to Ireland. As a global executive search firm, we are able to provide comparative intelligence for candidates moving to or from Ireland. It also means our relationship with candidates is not limited to Ireland alone – we can connect globally-mobile executives with our colleagues in over 30 countries. 

What’s more, many executive level roles are not publically advertised. Candidates in our network therefore have greater career prospects and access to jobs. Given our established relationship with clients, this is a streamlined and entirely confidential hiring process.

For help with your next executive appointment or to discuss your executive talent needs and current market dynamics, contact me here: mark.odonnell@odgersberndtson.com