What questions should our search committee include in our RFP, requesting information of executive recruitment firms?

Why use a retained executive search firm?

How long will this assignment take?

How many finalists will you present?

Do you guarantee the tenure of your placements?

Can you assist us in determining a competitive salary range?

If I have information about a candidate, what should I do?

How should we handle resumes and inquiries?

When will I get to interview candidates?

Can I check references on my own?

How will you handle internal candidates?

 

What questions should our search committee include in our RFP, requesting information of executive recruitment firms?

Tyler & Company has developed a list of questions we believe prompt answers that are especially beneficial to organizations looking for the best fit in recruitment firms. You can find that list here.


Why use a retained executive search firm?

Retained executive search with Tyler & Company offers you the confidence of knowing that professionals have researched every option to bring you the most qualified candidates who are truly interested in your opportunity. When the search is over, you will have hired the candidate of choice who fits both operationally and culturally, and whose tenure is guaranteed. By using a retained executive search firm, your organization will have experienced the least amount of disruption possible.


How long will this assignment take?

On average, our assignments take approximately 90 to 120 days, depending on the difficulty of the search. Candidates are usually presented in fewer than 60 days.


How many finalists will you present?

The exact number is up to you. On average, our clients like to review 3 to 5 finalists and invite 3 to 4 candidates for on-site interviews.


Do you guarantee the tenure of your placements?

We guarantee our placements for a minimum of one year, and in some cases, several years, depending on the specifics of the search. You can read our full guarantee here.


Can you assist us in determining a competitive salary range?

Yes, we have access to published salary surveys, as well as our own salary data in our database of almost 70,000 potential candidates.


If I have information about a candidate, what should I do?

Contact your search consultant. We are always interested in information concerning candidates and are in the best position to verify the information.


How should we handle resumes and inquiries?

All resumes and inquiries should be sent to your search consultant. We will contact the candidates to inform them regarding the search process and include them in our review.


When will I get to interview candidates?

The search process usually takes 90 to 120 days. Recruiting, reference checking and initial interviews consume the first 60 days. You should be interviewing candidates during the following 2 to 3 weeks.


Can I check references on my own?

Yes, but at the appropriate time. We value the candidate's confidentiality and, in the early stages of the search, will only check references the candidate has provided. We encourage you to assist us in structuring any additional reference checking that needs to occur. Please do not make reference checks outside of the search process.


How will you handle internal candidates?

We handle internal and external candidates in the same manner to keep the playing field level.

 

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