How To Hire In 21 Days

I hired a VP Cyber Security for a tech client in 21 days.

Here’s a full breakdown of my search process:

I completed this search in Paris, where I have built a strong security network over the last 7+ years. 21 days is fast for a senior-level hire, but not unrealistic.

Step 1: Consult

Full Vacancy Consultation

• full vacancy consultation, including a “deep-dive” of the role profile, your current situation, and reasons for the hire
• understanding of your current marketing, advertising, and recruitment strategy
• discussion and agreement on what good looks like now and after Year 1
• understanding of the business’ aspirations; this will ensure alignment with target candidates
• definition and agreement on a suitable go-to-market strategy, which usually includes headhunting, networking, advertising, and utilising social media channels
• discussion and agreement of target companies, industries, and “No Go” organisations
• agreement on how you want us to position and “sell” this opportunity to suitable candidates
• agreement on touchpoints, interview slots, and projected timelines for this hire to ensure you can manage your workload
• build a Project Proposal to detail our understanding of the position for your sign off, which will be the starting point for our Candidate Prospectus (this is presented at Contact or Manage stage, depending on your needs)

Step 2: Audit

Audit & Align Expectations

• introductions to all interviewers, including an understanding of what they expect from this role
• audit of your job description and candidate-specific marketing, to ensure alignment with the agreed profile
• present an updated Project Proposal (if required) to allow for any changes in scope

Step 3: Map

Talent Mapping & Pipelining

• market mapping companies, industries, and projected profiles (candidates who could move into this role) methodically and systematically to understand the full size of the target market using a combination of online and human data sources
• creation of diverse candidate longlists aiming to cover socioeconomic background, gender, disability, identity, orientation, religion, age, and neurodiversity
• provide remuneration research and benchmarking on request, including base salary, cash bonus or short-term incentive plan, long-term incentive plan, share options, equity, pension contributions, and additional benefits (i.e., car, insurances, holidays, etc.)

Step 4: Contact

Candidate Sourcing & Selection

• approaching active, passive, and unknown candidates through agreed channels on a strategic, methodical basis in order to qualify, assess, and engage the right candidates
• candidates presented as an initial shortlist, or on a “drip-feed” basis, depending on the difficulty, speed, or nature of the search
• candidates presented in a detailed report highlighting specific capabilities as agreed in our vacancy consultation
• we ensure ongoing trusted and open relationships with potential candidates, to ensure we have a “warm” network of potential candidates who are open to discuss opportunities
• (~100 hours of work so far for most searches).

Step 5: Manage

Interview Management & Client Coaching

• introduce the Candidate Prospectus to all candidates at interview stage
• arrange all interview stages, including diarising interviews, candidate interview preparation, discussing feedback, and presenting further discussion points for both parties
• client interview coaching throughout the process, which may include suggestions to engage / fast-track top talent, interview process management, and advising alternate profiles who may be an unconventional match
• provide feedback and coaching to rejected candidates

Step 6: Secure

Offer Management & Candidate Onboarding

• candidate support includes support in the resignation process, including proof-reading resignation emails, managing the onboarding process with HR, discussing visas, etc.
• client support includes managing any final “gaps” from the candidate’s side, arranging open and honest meetings (usually over lunch), and salary negotiation
• continued support through the onboarding process, and beyond

Our Search Process Is Comprehensive.

Once we agree we can work together after the Introduction, and you feel confident in our ability after the Full Vacancy Consultation, we agree on an initial research fee.

The Consultation, Audit, Map, and Contact stages take about 100 hours of work so if you do need to cancel our project, our costs are covered.

Our fee is determined by the needs of your project, comparable to most “payment on success” searches.

I’m in my third year of running my business and I’ve placed every position I’ve worked on so far except one (the VP I was working with left, and the CEO decided not to continue the hire).

Recruitment is a full time job. Leave it to someone who can guarantee results.

Want to find out more?

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Whenever you’re ready, there are 2 ways I can help you:

1. If you’re an Employer:

→?Read our Free Guides:?10 Step Guide To Hiring A Security Specialist?and?7 Steps To Fix Your Recruitment Process.

→?Download our Free eBook,?“13 free tips you can use right now to hire security talent”. This is our ultimate 27-page guide to building your security team.

→?Or speak to me directly here:?Book a Security Hiring Strategy Session.?

2. If you’re a Candidate:

→?Read our Free Guide:?How To Negotiate Salary.

→?We place security specialists across Europe.?Get in touch?if you are looking for another opportunity.

→?Or use our?CV Rewriting Service to Fix Your CV.

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