How We Work

At Cardinal Mark, we credit our unique approach to retained search as the reason why we’re able to consistently deliver unparalleled results. Our process is heavy on the research phase, guiding the remainder of the search with a clear vision of who we are looking for and the role that needs to be filled. We rely on a global network of professionals, often engaging more than 300 potential candidates during the initial phases of the search. However, we don’t just look at their qualifications. We take the time to understand your unique company culture so that we find personalities to match.
“Cardinal Mark has recruited all of our key hires over the last several years.  Jim and Charlie spend the time with you to get as deep an understanding of your needs as they can and because they approach each hire as it is their business we have had great results.  As a candidate, they help you clearly understand what the hiring firm is looking for and how you can be part of that firm.  I should know, as a candidate they were instrumental in getting me into Botanic Innovations.  I can attest to Cardinal Mark’s great results and professionalism.  We will continue to use Cardinal Mark in future strategic hiring needs.”
Al Hogen, President of Botanic Innovations

An Executive Search Firm that does their Research

You need the Right Candidate, for the Right Role, at the Right Time. Cardinal Mark begins by helping you determine what the ideal candidate looks like, the gaps a new hire must address and the timeframe for the search. The most important time spent in a retained search is not in recruiting, it is in the time spent up-front working with you to figure out who you really need and why.

  • The job description is the product of this discovery process, not the start of the search.
  • Compensation has to align with the market for the industry, role and geography
  • The hiring manager has to stay actively engaged throughout the entire search process
“I was introduced to Cardinal Mark through a trusted business executive who endorses the work they do. We are growing rapidly and needed to fill some key roles. They lived up to their billing by helping us recruit top tier senior executives as well as business development and key operations positions.”
Josh Stahl, CEO Reviva

We Specialize in the ‘Impossible’ Retained Search

Who you want is a needle in a stack of needles…right? Internal recruiting and/or HR are often not sufficiently equipped, experienced or have the time for the “one-off” search. Roles requiring highly technical or specialized knowledge demand very aggressive research and passive candidate recruiting…not just a job posting on the company website. Furthermore, these often-confidential searches must take place outside the company gossip network

Getting the Best Candidates to Relocate

Relocating executives successfully requires understanding not only the candidates needs, but where spouses, partners, children, parents, in-laws and pets fit in. You can not just address what the move can do for the candidate’s career, but what the benefits are to their entire lifestyle. Does the compensation plan include a relocation package? Gaps between the package and the candidate’s reality must be closed.

Finding and attracting the best candidates for your company requires careful research, an extensive network and a compensation package that aligns with the responsibilities of the position and the candidate’s experience. Don’t make a hiring decision that you’ll regret, contact Cardinal Mark for your next search.