Executive recruiting has been the cornerstone of our business since the firm was founded in 1969. Our rigorous search process starts by gaining a thorough understanding of the strategic goals of each client, the specific leadership roles and competencies needed to meet those goals, and the culture of the organization. Focusing on these underlying qualities allows us to take a broader, more creative approach in identifying potential candidates - particularly important as traditional industry silos are dissolving and new industries are emerging.
Our best team for each client
We are diligent when defining the position specification, to ensure we assemble a team of consultants with the subject-matter, functional and regional expertise to support the engagement. The team draws on its high-level professional networks, industry knowledge and internal research resources to give it a broad reach in identifying potential candidates.
A competency-based approach to candidate evaluation and peer benchmarking
Candidates are evaluated against both the agreed-upon competencies and requirements and their industry peers. We provide detailed information to clients for the selection of an initial slate of candidates. We continue to manage the process during the interview stage, gathering feedback and managing candidate expectations.
In-depth assessment of candidates in search
In-depth evaluation of short-listed candidates (internal candidates as well as external) includes:
- Psychometric testing using online leadership questionnaires and in-depth behavioral interviews by leadership assessment specialists
- Culture fit assessment - measured by conducting a diagnosis of the organization’s culture—either as it is now or as dictated by the organization’s strategic plan—and identifying levels of high, medium or low fit; this information can be helpful in onboarding and ongoing development.
- Expert industry perspective - Our assessment expertise is complemented by close collaboration with our industry-specific consultants - market leaders in their domains.
Identifying and cultivating leaders and leadership teams that can take an enterprise to sustained business success is an ongoing process. It begins with defining and recruiting the right people, and continues with developing a robust succession pipeline for key positions and ongoing assessment of the leadership team in the face of new challenges and opportunities. Russell Reynolds Associates works with its clients in all facets of this process.