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If you have an internal hiring team, is there any point in also working with an executive search partner? It’s a popular misconception that this is an either/or situation, but many successful companies use both in tandem.
What is the benefit of an internal hiring team?
Many companies have some form of internal hiring team, though the exact circumstances often depend on the stage of the business.
Internal hiring teams have an established understanding of the organization’s talent needs, culture, and process. These are all areas where an executive hiring partner like Bolster is equipped to offer support, but an internal hiring team can help expedite the process of getting an external partner up to speed on the business.
Internal hiring teams are responsible for hiring throughout the organization, while an executive hiring partner focuses only on leadership-level roles. An internal hiring team may also have other responsibilities. Depending on the stage of the business, this could include payroll, finances, operations, or other functional leadership.
They have a great understanding of the business, but executive hiring is not their focus. That’s where a good search partner comes in.
What does it look like for an internal hiring team to work with an executive search partner?
An executive search partner can do all the heavy lifting, including sourcing, interviewing, scheduling, and overall candidate management. They’ll be the first line of defense, saving the internal team weeks—or even months—of time.
An internal hiring team working without an executive search partner would need to exhaust time and resources in order to source and filter through the right candidates. An outside partner, however, dramatically reduces the burden. Executive recruiters handle the sourcing, outreach, and initial screening process, so rather than taking on a sea of candidates, our clients can focus on a narrower selection of top talent.
Most internal recruiters don’t specialize in executive recruiting. When you work with an executive search partner, you’ll benefit from their expertise, their existing relationships, and their understanding of the executive talent market. An executive search partner can connect you with a broad pool of candidates who you might not otherwise be able to engage. We also offer real-time insights on how your open role is resonating, compensation expectations, and candidate feedback. The executive hiring process is a two-way street, and a skilled executive search partner will be there to help you navigate it.
A good executive search partner will meet your team wherever they are, with the goal of making your lives easier. We’ll collaborate to determine your preferred tools, communicate efficiently, establish smooth scheduling processes, and align on goals. We can help fine-tune your interview cadence, establish a process for gathering feedback, refine the job description, and offer logistical support throughout the partnership.
Hiring executives is entirely different from hiring lower-level roles. A successful executive search requires high touch engagement, strategic market mapping, highly curated interview questions, and access to top talent. Your organization will get the best results when you work with a hands-on partner, like Bolster. Our job isn’t just to introduce you to quality candidates—we’re with you throughout the entire search, offering support to ensure the entire process runs smoothly and you hire the best candidate for the job. We view our role as a true partner, meaning we come alongside your existing team and are fully invested in the outcome.
Want to know more about what it’s like to work with us? Learn about getting started with an executive search partner, or book a time to chat with our team.
