How We Work
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
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.