Diversity, Equity & Inclusion
At Richmond Capital, we champion of Diversity, Equity and Inclusion (‘DE&I’), and recognise their profound impact on both business, and personal relationships. We consider DE&I to be a vital part of running an efficient, successful and thriving organisation and understand how it encompasses attracting, recruiting and retaining talented and diverse team members.
DE&I encompasses much more than race and gender - It covers sexuality, religion, disabilities, family, education and career background amongst other factors. We use our capabilities to help our Clients derive the benefits from having Diverse and Inclusive business.
Executive Search
The Solution for your Leadership Team
The right Leadership Team can transform your business. Identifying high-performing Executives requires a consistently rigorous approach to research, identification, tracking & assessment.
Our approach is grounded in demonstrable success & is focused on finding who the best leaders are for your business.
By using our robust process we are committed to working with you until we reach a result.
Rigorous Headhunting Process
Retained Partnership
Dedicated Delivery Team
Our Process
There are 8 main stages to our Executive Search approach.
Throughout the process we will be in regular contact with you, provide market updates and provide clear information to show the progress of the Search.
All stakeholders attend a full Briefing Session to fully define the competencies, responsibilities, objectives, required skills & industry experience for your position. Timelines, scope, scale & parameters of the search including target companies, individuals & importantly the Employee Value Proposition, are agreed, in order to take a clear & interesting message to the target talent pool.
Following the full Briefing Session, we create & share a bespoke Candidate Briefing Pack. We use this to promote the opportunity, your company, and use it to engage Candidates in the process.
We then commence our research, mapping all the target talent pools to systematically identify all the Candidates who apper to have the capability & experience for your position.
Using an agreed tailored competency-based assessment, we carry out in depth interviews with the longlisted candidates against your core functional & behavioural requirements. We share video profiles via our platform for a more holistic view on the Candidates. Video shortlists will provide an in-depth understanding of their personality, characteristics, & suitability enabling you to make informed decisions & save critical time in the process.
We complete the full search & then jointly select the shortlist for interview on completion.
Alternatively we can present candidates as they have passed our assessment & we deem them suitable for an interview. The approach we take will be discussed & confirmed during the briefing session.
Once a shortlist of candidates is agreed, internal interviews can take place. We will arrange for the candidates will then meet all stakeholders & complete any internal assessments. On completion, we can proceed to Offer Stage with your preferred Candidate.
Once the package has been agreed, we present your offer to the successful Candidate & support both parties through the process to acceptance. We are on hand to assist with any negotiations to ensure all parties are happy with the final arrangements.
We stay in regular contact with both you & the Candidate before they start, and during their initial 6 months with regular check-ins & touch points.
Frequently Asked Questions
Executive Search, also known as “Executive Recruiting” or “Headhunting,” is a specialised approach to Talent Acquisition used by organisations to identify & attract top-tier professionals for Executive-level positions.
Executive Search differs from traditional recruitment in several ways including:
- It follows a specialist, thorough & robust approach and the Executive Consultancy will demonstrate how they have mapped out the market to recruit for you.
- The process is much more in depth as the hires are for Leadership & C-Suite positions. The level of position naturally commends more attention and demands a more dedicated approach.
- The Executive Search Consultancy engaged is usually focused in the sector & has deep sector understanding.
- The Executive Search Consultancy engaged will be the sole company appointed to hire for the position and will be retained to do so.
As part of our Executive Search process, we create a bespoke Candidate Briefing Pack, provide Candidate profiles via our platform, share video interviews submitted Candidate, conduct Assessments & obtain References. We will also hold regular meetings with the Client to update them on the progress of the Search, the talent pool available & provide valuable market insights.
Richmond Capital specialises in Executive Search for a broad range of high-level roles including Non-Executive Directors, and C-Suite positions, such as CEOs, CFOs, CLOs & COOs. We also work across other Senior Management roles in Finance, Legal, Marketing, Sales, Operations, and Technical functions.
Partnering with an Executive Search Consultancy can be useful in various situations when an organisation is looking to fill senior or Executive-level positions and wants to ensure a successful & efficient hiring process. Here are some scenarios in which it is beneficial to collaborate with an Executive Search consultancy:
- When key leadership positions, such as CEO, CFO, CTO, or other C-suite roles, become vacant or need to be created, an Executive Search Consultancy can identify & attract the best talent who possess the required skills, experience, & cultural fit.
- When conducting a sensitive Executive Search mandates, such as replacing an underperforming Executive or planning a Leadership transition.
- When an organisation is expanding internationally or requires Executives with global experience, an Executive Search Consultancy with a global reach can help identify candidates with international experience.
- Hiring Executives is a significant investment, and making the wrong choice can be costly. Executive Search Firms conduct rigorous assessments to mitigate the risk of a mis-hire which increases the chances of a successful placement.
- Organisations aiming to strengthen their Leadership Team can benefit from ongoing partnerships with Executive Search Consultancies to consistently identify top talent via valuable market insights into compensation trends and Talent offered by Executive Search.
SHREK is an acronym for the biggest Executive Search firms – Spencer Stewart, Heidrick & Struggles, Russell Reynolds, Egon Zehnder and Korn Ferry. Whilst SHREK Executive Search firms global offices with hundreds in their team, they aren’t always the best solution.
Here are 5 top reasons why it would be prudent to use Richmond Capital instead:
- Partners at SHREK Firms can be overwhelmed and pass work to a Researcher. With Richmond Capital you will deal only with a Director. By working with Richmond Capital, Clients experience much greater levels of response, & higher levels of communication.
- SHREK Firms can apply generic processes which lack transparency. They also invoice on days passed instead of milestones reached in a search. Richmond Capital can flex on the process to suit. Further invoices from Richmond Capital are based on milestones in the project. This reduces the financial pain experienced in using a SHREK firm as they can send an invoice regardless of any work provided.
- SHREK Firms have a large client base, which means numerous Candidates are out of reach due to conflicts of interest. At Richmond Capital we are selective about our Client base, work with less companies naturally due to our size, and thus have access to larger talent pools of Candidates to present.
- SHREK Firms typically take 8 – 12 weeks to provide a shortlist. Richmond Capital can work much faster and flex to provide Candidates once qualified & assessed.
- SHREK Firms tend to work on fees against salaries of £500,000 or more whereas Richmond Capital has flexibility to work on positions with lower salaries.
The timeline varies depending on factors such as the complexity of the search, the level of the position, availability of suitable Candidates & location. We will discuss this timelines with you during the Consultation however typically we can provide a shortlist to you in 4 – 6 weeks. We can adjust our timeframes for urgent hires.
The cost varies depending on factors such as the complexity of the search & the level of the position. We will discuss the pricing structure with you during the Consultation and in our follow up. We are transparent with our fees which are split by invoices based on milestones reached; Engagement, Shortlisting and Offer.
Please contact Richmond Capital to arrange a Consultation. From there we will develop a tailored strategy & outline the timelines for the steps involved.