Why should you use IRES for your Retained Insurance Recruiting Needs?
Hiring the Best Retained Insurance Recruiter for your hiring needs
Chances are if you walked into a Corvette show room you would not ask “Why should I buy a Corvette instead of a Bugatti?” ($66,000 USD versus $2 million USD).
Yet this is the type of question we occasionally hear from clients shopping for recruiting firms.
For example: A company executive recently asked “Why should we use IRES instead of ________?” Replace the blank with a global recruiting brand.
While we are honored and flattered to be compared to one of the largest, oldest and most recognizable names in the business, there are many significant advantages in choosing an independent firm such as IRES, over large, global, retained giants regardless of the various catchy names they go by.
First, unlike global retained search giants which often recruit for million and multi-million dollar CEO positions, IRES specializes with mid-range executives in the $125K to $500K USD salary/compensation level.
Secondly, Our specialty has been to focus on small to medium sized companies with employees of 1,000 or less. While we do work with global organizations with tens of thousands of employees, (many of which are well known brands) our projects tend to be with divisions within those conglomerates that operate autonomously and reflect that mid-sized company organizational structure.
Thirdly, The fees set forth by IRES are often one-half of what you would pay for any of the global behemoths. Yet, our track record is unparalleled.
Paying more does not translate to a higher probability of success. We receive a few calls from clients each year who were dissatisfied with results after using one of the costly global retained brands, only to have IRES come in and finish the job. What we often hear is “the person handling the search was not the same caliber as the person that convinced us to sign the contract” or something similar.
We also receive calls from business brokers trying to convince us to sell out and merge with one of the large global search firms. We have always rejected such offers as we prefer to remain independent. Once we become another satellite office of a global firm, the priorities will immediately change. We prefer to remain independent and client-centric. This way we can provide clients the time and attention they need and deserve without worrying about how many new sales contracts corporate will expect of us this week.
I’ve included a punch list of much better questions hiring executives can ask when comparing retained search firms. Check out ourPDF download tip sheet.
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Frank G. Risalvato, CPC
Certified Personnel Consultant
Executive Insurance Retained Search Recruiters
Hiring the Best Retained Insurance Recruiter for you hiring needs
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