Demystifying Executive Search: A Curated Career Conversation

Somer Hackley is the founder and CEO of Distinguished Search , a retained executive search firm. With over 20 years of recruiting experience, she is a wealth of information about the interworkings of the executive recruiting world. She has placed executives in companies from Fortune 100 to startups, primarily focusing on technology and digital positions. Somer felt that there was not enough transparency in executive search and that companies, employees, and aspiring recruiters needed more information about how it works. So she wrote her book “Search in Plain Sight.” I've read the book, and I am a job search nerd. I've read nearly two dozen job search books in the last two years alone, and Somer’s is a standout. I highly recommend it.??

I sat down with Somer to lift the curtain on some hot-topic questions about executive search. In this Career Conversation, we will discuss the best way to contact a recruiter, the dos and don’ts of working with a recruiter, how recruiters are compensated, and who recruiters work for. I’m excited to share her insights. Let’s get started…

What is an executive search recruiter?

Sarah Johnston (SJ): How do you define the role of the executive search recruiter?

Somer Hackley (Somer): When researching for my book, I did many interviews and gathered other people's thoughts. I spoke to a lot of experts and gathered their insights on executive recruiting. I asked all my executive search colleagues what is the biggest misconception they hear about executive recruiters. The number one thing they said was that people think that recruiters help candidates or job seekers find jobs when, in fact, it's the opposite. We're helping companies find candidates for jobs. The reason that matters is that once folks understand that, they can flip their mindset and how they approach and talk to recruiters because, in reality, a recruiter's job is not about helping folks find a job. And the last thing I'll say is that it's also important to realize that executive recruiters are only sending in the top five, maybe ten people in the world for that job. And so that also flips a mindset: am I one of the top five to ten? And if not, how can I position myself to be?

SJ: I think that's important for you to remind everyone because job seekers often come to me and say, “I just need to find a recruiter who can help me find a role.” I always have to clarify that the recruiter doesn't work for you. They work for the company, and it's not their job to help you find a job. Your job as the candidate is to manage your own search efforts.

How are recruiters compensated?

SJ: You mentioned that recruiters do not work for the candidate but for companies who hire them to find top candidates for a specific job. I think it’s important to understand how executive search recruiters get paid.? Can you please explain?

Somer: There are a few ways to consider how executive search recruiters get paid. One is, how does the executive search company the search firm get paid? Another is how the actual recruiter gets paid. Broadly speaking, recruiters get paid a percentage of the placed candidate’s total annual cash compensation. An equity piece is sometimes factored into that, but typically, it's cash. The percentage the hiring company pays the firm ranges depending on repeat business and the seniority of the role. Within the recruiting firm, you have groups working on filling that role. You have the recruiter, but you could also have a partner, a director, associates, or researchers, depending on the firm. The house, or the firm, gets a big chunk of it. However, each person involved in the search also gets a portion of the commission. Sometimes, and many may not realize, there is someone who, maybe five years ago, brought that Fortune 100 company to the firm as an account. They are also getting a piece of the commission.? There are many ways that that fee gets sliced and diced. It is different for every company and every hire.??

SJ: Thank you for clarifying that. So it's not just one recruiter getting that 25% or whatever that retained amount that was preset in the contract. Several people on the account are splitting it. And because there is some urgency there, the recruiter is stretched with their time, and they probably only want to spend time with people they feel will be a good candidate for that opportunity. Would you say that's true?

Somer: Yes, the recruiter is under timelines, pressures, and deadlines. There are typically client update calls every week or every two weeks. As a recruiter, we better have an update on that call of excellent candidates that we're recommending that the client meet with or just market insights, feedback, recommendations, and search strategy. But as a recruiter, we aren’t just handing our clients a stack of resumes. It's just giving that whole comprehensive market study and research. And here's how we're getting to our top shortlist for you. So recruiters are trying to get there as soon as possible and spending time with the right people. But at the same time, it's a long-term game. The good recruiters aren't viewing it solely as if you are worth something to me today in the next five minutes. If not, move on. You know, we'll think about it differently.?

Do Your Due Diligence

SJ: People are actively searching or considering entering the job market in the next six months. And as they're evaluating a job search, they will likely reach out to recruiters they've either worked with in the past or that they know, or maybe they will be Googling people. How should job seekers choose which executive recruiters they should work with??

Somer: It's probably not the advice folks want to hear. But network network network! Like I said earlier, you want to be one of the top five to ten people that that recruiter thinks of. By having a referral, a candidate is more likely to get to the top of the list versus a cold approach of "Hey, here's me." The number one way to approach a recruiter is to try as much as possible to get a referral. I'd say the easiest way to do that is to ask folks in the job that you're targeting, like, let's say you're looking to be a Chief Data Officer or a VP of Engineering, people in your network that you trust, ask them, hey, who placed you in that role? What recruiter placed you in that role? What recruiters sent you in other interviews when you were interviewing for that role? Can you introduce me to those recruiters and build your recruiter network through referrals?

Also, ask your network to keep you in mind if a job comes in from a recruiter they are not interested in. Request that they share your information with the recruiter so they can reach out.? So now you're getting this gravitational pull, getting referred to recruiters, and recruiters are calling you. This method is much more effective than spending all this time online, trying to find all the recruiters in your space because there are so many recruiters out there. There are the big firms, but there are also so many boutiques out there, and you can exhaust yourself trying to figure out how to position yourself with each one. It takes a little more work, but using your network to find those folks is a lot more fun.?

Finding & Maintaining Engagement with Recruiters

SJ: At the end of the day, if executive recruiters can only place candidates that are fit for a specific search in which they're engaged, should a job seeker’s strategy be then to maintain engagement with multiple executive recruiters in the course of normal networking throughout one's career, such that as targeted roles come up and you reach out the recruiter is familiar and will take your call? So, in other words, do you think it's okay to have, you know, five to 10 executive search recruiters that you're networking with at all times??

Somer: Yes, maybe more. You need to figure out what recruiter is recruiting for that company because they don't advertise it anywhere. You may know someone at the company or figure it out by networking. If you're looking to get into certain companies, it's important to know all the recruiters recruiting for the companies in your world. So yes, you should talk to as many relevant recruiters as possible and as many great recruiters as possible. And so that's what takes time. That's what you'll figure out if a good gut feeling, you know, if an email looks legitimate, if someone is ethical if someone has a long-term view, those are the people you collect over the years. So that way, when you're ready to start actively looking, you can engage everybody you already know.?

SJ: Some job seekers find developing a list of executive recruiters in their fields challenging. What's the best way to do that outside of LinkedIn, and are there already third-party endorsements or otherwise to look for??

Somer: It comes down to networking and looking at people in the roles that you're targeting. Reach out to these people in your network. Maybe you used to work with them, and now they're in a role or company that aligns with what you are targeting. Ask them questions about their experience working with a recruiter to land that role or in the company. What recruiter placed you in that role? What recruiters sent you on interviews during your search? What recruiters are credible? Which ones did you hear from? This due diligence within your network will take time, but you'll get more reliable recommendations for recruiters in your space.

SJ: Okay, let's get practical here. Let's say you're a job seeker, and you do a Google search to find a recruiter online who specializes in your field. What advice would you give this job seeker about approaching this executive search recruiter?

Somer: Before you spend a ton of time sitting down at your computer by yourself doing internet research and thinking of how do I craft the best email to all these recruiters I found online, take a step back and ask your network. Ask for an introduction to the recruiter who helped them land their job if it was a positive experience.?

If you've exhausted all that, I would reach out to the recruiters you find and tell them exactly why you're reaching out to them. Not why you're reaching out—that's usually obvious—but why you are reaching out to THEM. Tell them how you found them and what drew you to connect. Make it personal—reference something interesting they posted online or something specific they specialize in. But first and foremost, reach out to people because you got referred to them.

SJ: I cosign on taking the time to send a personal note, executive search recruiters tell me all the time that they can tell that they're getting a copy paste email from job seekers, and that they're significantly less likely to respond to somebody if it's that copy, paste email.

Somer: Yes, 100%.

Interacting with Recruiters

SJ: Your book discusses how job seekers can make a lasting impression. What important things should job seekers do to make an executive recruiter's job easier?

Somer: As we discussed earlier, recruiters are filling positions for companies. As a job seeker, your goal is not to rush the recruiter. Don't push the relationship even if you're looking for a job now, even if your goal is to land something in the next three weeks. Your goal should be that you want to be thought of first and later.?

When a recruiter starts a search, they will review their list of past contacts and think back on who they know could do the job well. It's all about being thought of, memorable, and being the first person they call. This will bring recruiters and jobs to you.?

Many job seekers will approach me and give me the whole rundown on their background and career: where they went to school, every job title and company they worked for, and all the jobs they are considering next. Then they ask my opinion. It is overwhelming and ultimately unhelpful to a recruiter or a job seeker. What makes it a lot easier for a recruiter is that you consider impactful moments along your journey and how they may align with the hiring company.

When I look at a role that needs to be filled, I am looking at the company's big-picture goals - they will take the company from here to here, and we need to do this sort of big transformation, whatever it is. I started trying to find someone who has made that journey. If a job seeker can sum up your whole background and present a subset of skills and experiences that align with a journey. For example, say, “I'm good at taking companies from here to here, taking cultures from there to there, doing this with teams, I've done this three times, I've done it here, here, and here. Think of me when you're talking to a company; they need someone to do that. That's what I've done.” We can read your resume and see your titles, companies, and other information. But what we can't do is sum it all up holistically like you can. You've lived it. I would recommend planting a seed. So again, you’re thought of first later.

SJ: I love that so much. And you can tailor that message depending on who you're talking to. If you're talking to an executive recruiter who's focused on one area of the country that you know is having this specific issue, you could tailor your message to what you know their pain point is. Targeting your message depending on who your audience is important.

Somer: I quote a lot of Adam Grant’s podcasts and books in my book. He talks a lot about givers, takers and matchers. I recommend approaching every conversation and every point of outreach with a giving mindset. It is so rare and sets people apart. The people who approach recruiters as givers stand out. Most people are takers. The majority of outreach that I receive is “Hey, do you have a job for me?”, “Hey, do you have a job for me?” Folks that start with friendly conversation and don’t make it all about them out of the gate make an impression. They're genuine about it, and it's a give and take. We both approach it as an opportunity to help each other. And it's a long-term relationship, the whole giving mindset; it just feels better and makes people stand out.

SJ: That's brilliant. I'm curious if a recruiter is only trying to fill specific roles at any given time and a job seeker may not be a good fit. How can a candidate maintain that relationship with the recruiter without being a nuisance or pesky? How can they embrace that giver mindset?

Somer: The right cadence at the executive level is reaching out once a quarter. Anything more than that, the recruiter's roles won't be that drastically different than the last time you reached out. Sometimes, I have people reach out every six months to a year with a brief career update and ask about my business. It's not even about a job search, just a way to stay connected, hear how I'm doing, and share how they're doing.

Somer: In my book, I talk about Bill, who I interviewed, and he did something brilliant. He kept an Excel spreadsheet of every recruiter he talked to. He asked them all the same questions, and he would give the results to every recruiter he talked to. I was the seventh recruiter he had talked with in two weeks when I talked to him. He gave me a rundown of the information he had gathered from those other conversations. “This many said that the markets are doing this, and this many said that, and this many are working on roles with these types of organizations.”

It was fascinating. It's not knowledge I could find online. As a job seeker, you're privy to so much knowledge, such as market trends, what types of companies are hiring, who's not, and what's happening. Bill approached it with, "Hey, you know what, I want to tell you things, " and I thought it was a really cool way to stand out and be memorable.

SJ: That's great. I love that example. A candidate asked a question along those same lines. They said, "I've worked with a few executive search firms, and they're mostly trying to get intel out of me." Kind of the opposite of what you just shared. That said, the last recruiter I talked to, you asked me many invasive questions about my total compensation package. I felt like she was doing market research and not interested in me as a candidate. Is this normal? And what if I don't want to share my compensation information? Does this make me look less interested?

Somer: Sigh. I always say to assume positive intent. Maybe it's a junior person who doesn’t know how to ask questions properly. Imagine if I was recruiting someone, and I said, “Hey, here's a job. Are you interested? How much money do you make?” You might get a red flad and say no, way too soon to disclose that. It could be that someone just has no training. In this instance, let's assume positive intent.?

Now, if it is someone who is truly grilling a candidate inappropriately for information. It can happen. Some recruitment firms have these whole arms that are doing a lot of management consulting kind of work. If you think about it, that's what recruiting is when you kick something off. Companies are considering whether we need this role, especially at these very senior levels. What does that role look like? What does that role pay? As recruiters, we can find that out for clients by asking candidates, so that could be happening.?

My advice would be to say something whenever you have a gut feeling. I think, in general, it's easy to kind of go with the flow, but afterward, I think that felt weird. But what if you said, Hey, you know what, I'm happy to answer these questions. But can I ask you, this sounds like you're just grilling me for information for a client? I want to understand if you need me to help you get where you want. Or ask what the goal of the call is. Share that you are interested in the role but feel like they have ulterior motives. Help me help you, and let's understand what's happening right now. Do whatever feels right to you. Just call it out. Be bold, but be nice. And see the reaction, and I think you might be surprised by what you hear.

SJ: I love that. Just be honest. Another candidate said, “Hey, I get many calls from recruiters. And you'd think that would be a good problem to have. Unfortunately, the recruiters don't want to disclose much information unless I'm willing to schedule a call with them. What's the nice way to say hey, I'm busy; I don't want to waste your time or mine. What are the high-level details of this role?”

Somer: Yeah, that's a good one. I get this a lot from folks and send them the information. You should think about it from a different lens. Think about these calls as building relationships with recruiters. Look at the recruiter's email. Is it well-written? Look at their website, look at their LinkedIn. Determine if they are worth the conversation. With all these 15-minute calls, you're building your recruiter network for three years from now and five years from now. The more senior you get, the less visible these roles are. These jobs aren’t posted - they are filled through recruiter searches. It's a matter of thinking of these calls as a relationship builder versus I'm not interested in that job. Every time I kick off a new search, the first people I call are those I already know. So I think talking to recruiters is in your best interest.

SJ: That's great advice.

Engaging with Recruiters while Employed

SJ: I often hear job seekers say they're afraid to have conversations with recruiters because they're actively employed. And they're afraid that the recruiter might share something with their employer if they've retained search with their company in the past. How would you advise someone to approach a situation like this?

Somar: First and foremost, I would caution job seekers to be careful. People make mistakes. I won't deny that in any industry or company, mistakes can happen at some point. It's rare, but it happens. So, of course, it's important to be careful when engaging with a recruiter while actively employed. If you tend to be anxious and want to avoid any potential issues, you can approach the recruiter by saying something like, "Let's chat. Maybe I know someone who would be a good fit for this job. I'd love to learn more about the role." This way, you don't have to make it all about yourself. During the initial conversation, pay attention to the recruiter's credibility and trust your instincts. Are they well-spoken? What kind of clients do they work with? How do they communicate on the phone? Are they just bombarding you with questions or building a relationship? This will allow you to gauge how open you want to be about your current situation during the call.

To continue our conversation, Somer invites you to connect with her on LinkedIn: Somer Hackley . Her book, "Search in Plain Sight: Demystifying Executive Search ," is available on Amazon. There are lots of valuable lessons to be learned from it. The book uncovers the industry's inner workings, providing job seekers insights on how to attract job opportunities, negotiate compensation, and understand why they may not be receiving feedback. It's truly eye-opening and offers guidance on approaching everything while reminding you to give yourself a break. It's important to remember that not everything is personal. Gaining a deeper understanding of how the process works can help navigate job search challenges.