5 Steps to Forming a Partnership With Your Executive Recruiting Firm

The best executive recruiter/client relationships have one thing in common: they’re true partnerships focused on shared goals and outcomes, not transactional touchpoints.

When you hire an executive recruiter, you’re hiring an extension of your business to help you identify and interview the best talent. The better your executive recruiter knows your company, the more accurately they can match your selling points to a prospective candidate’s motivations.

By forming a partnership with your executive recruiter, you’ll have a more successful outcome at the end of the hiring process.


Forming a strong business partnership isn’t difficult, small missteps could limit its potential. Here are the keys to creating a partnership:

  1. Choose the recruiting firm that fits you best. Your executive recruiter isn’t an outsourced part of your organization. They’ll be working intimately with you to find you the right candidates. If you can’t see yourself regularly talking and meeting with the recruiter, it doesn’t matter how many impressive references they have—you probably won’t have an enjoyable or productive experience. Furthermore, they’ll be representing your company to top-of-the-line talent, so you’ll want to choose a firm you trust.
  2. Let your recruiting firm see under the hood of your organization. Your recruiter needs to develop a thorough understanding of your organization. They’ll ask you smart questions and do their own research, but the more information you can give about your culture, the employees who succeed, and your company’s goals, the better. Once your recruiter is well informed about all aspects of your organization, they’ll be able to more accurately recommend candidates who are a good fit.
  3. Be candid about the open position in question. Even if the position is confidential, your executive recruiter should be trusted with as many details about the opening as possible. A partnership requires both parties to be open and honest, and your recruiter’s success in recommending candidates may depend on the details you withhold.
  4. Facilitate proactive post-interview discussions. Your executive recruiter should hold a debriefing with you after you interview a candidate, seeking to understand your impression, likes and dislikes about the interviewee. These conversations can lead to greater understanding of what you really need in a candidate, and should therefore be met with detailed notes and logical reasoning behind your opinions. The more proactive these discussions, the fewer interviews you’ll need before finding the perfect candidate.
  5. Use the recruiter as a trusted resource. Remember, your executive recruiter will have a strong understanding of your company’s hiring and business goals and immense experience in this process. For this reason, lean on them for an informed opinion about who is the best hire, and why.

Your success and your recruiter’s success are interdependent. With these tips, you’ll form a lasting partnership that will support your organization’s hiring goals.


If you’re still searching for a recruiting firm that fits your organization and its needs, check out the Ciresi & Morek process. When you’re ready to talk, contact us at any time.


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