Rob White’s Post

I learned a great concept yesterday that resonated with me. You have two distinct instances to build trust with a customer: 1. The first time working together (obvious) 2. Your response to the first set-back (I found this particularly fascinating) In the world of executive search, that first "set-back" typically comes in the form of the placement being fired or leaving within the first year. When this situation happens, this is when a PE firm and their port co are at their most vulnerable...they need us...the best version of us. And all too often we hear from our PE firm clients that some of their search firm vendors don't prioritize the re-do (because they don't make a fee). In my eyes, prioritizing that re-do is the single greatest long-term investment you can make. But over everything else, it's just the right thing to do to help the company out. #privateequity #executivesearch

Looking to engage a retained search firm like a pro? Steal these 10 best practices from our newest client's playbook! 👀 This week, Alliance was retained on a Controller search for a $450M company. The role promises to be an exceptional opportunity to lead an accounting team, reporting directly to an engaging and visionary CFO with more than 2 decades' tenure with the organization. Beyond the role itself, what truly impressed us was the way the client kicked off our retained search relationship. Here's how they set the stage for success: 💡 1. Clear communication ↳ Outlined hiring objectives, candidate expectations, role responsibilities, and the unique appeal of the opportunity. 💡 2. Transparency ↳ Proactively discussed expectations, challenges, and potential obstacles. 💡 3. Stakeholder involvement ↳ Engaged the right people at the right time for appropriate alignment and buy-in. 💡 4. Due diligence ↳ Asked about our qualifications, past successes, rates, methodologies, and timing. 💡 5. Sense of urgency ↳ Made decisions timely and are committed to filling the role without delay. 💡 6. Engagement ↳ Hosted us at their offices to get a better feel for the company and culture. 💡 7. Thoroughness ↳ Provided a thorough overview of the role and what they are hoping to achieve. 💡 8. Practicality ↳ Realistic in their compensation package and expectations for the role. 💡 9. Commitment ↳ Committed to our mutually designed partnership, milestones, and search process. 💡 10. Enthusiasm ↳ Passionate about the company, how this role will contribute, and the search! For all of these reasons and more, we are thrilled to be partnering with this new client in their search for a Controller. If you are on a similar journey and are interested in how Alliance can support your next executive-level hire, let's schedule a time to chat and see if we are a fit for your next retained search. Which best practices have you used when engaging a retained search firm? #retainedsearch #executivesearch #bestpractices #clientplaybook #clientlove ___________ ♻️ Repost to share with others if you found this useful Follow me, hit the 🔔 on my profile Continue the conversation in the comments 👇

Go beyond the success of your project’s lifecycle to that of your #ExecutiveSearch firm. 🏆 Redefine your firm's search process with this eight-stage methodology purpose-built for #ExecutiveRecruiters. https://bit.ly/3xg5ccp

Many companies will only hire family business consulting as a last resort. Other firms rely on frequent suggestions from these experts before making any decisions. While no brand has the same journey, there are a lot of shared growing pains. That is why hiring a family business advisory service is a good idea. Learn more: https://zurl.co/m9sv #FamilyBusinessConsulting #FamilyBusinessTips #FamilyBusinessSuccess #PositivelyPeople

Many companies will only hire family business consulting as a last resort. Other firms rely on frequent suggestions from these experts before making any decisions. While no brand has the same journey, there are a lot of shared growing pains. That is why hiring a family business advisory service is a good idea. Learn more: https://zurl.co/m9sv #FamilyBusinessConsulting #FamilyBusinessTips #FamilyBusinessSuccess #PositivelyPeople

Many boutique consulting firms bring in high-profile Partners from larger, well-known firms, anticipating a swift boost in business. However, these hires often face unexpected challenges in transferring revenue from their previous roles. Partners coming from large consultancies are used to a very different environment. They often lack the skill set needed to thrive in a smaller firm, where success depends more on proactive business generation than on relying on the firm’s established infrastructure and inbound client requests. Adjusting to a firm with less brand recognition requires them to sell more actively, often to clients who may view a lesser-known brand as a greater risk. Moreover, restrictive non-compete clauses and client ownership structures can prevent them from bringing clients over immediately, even when strong relationships exist. A thorough, strategic hiring process can mitigate these risks. Beyond assessing the Partner’s credentials and track record, it’s crucial to understand how they’ll adapt to a smaller firm and realistically gauge how much of their previous client work they can actually transfer. A rigorous evaluation process helps uncover potential obstacles early, ensuring that both the firm and the new Partner are realistic about what can actually be delivered. What’s more, success in these hires often requires a long-term strategy. Rather than expecting instant results, support the new Partner in leveraging their industry expertise and reputation to reengage existing clients in fresh ways and open up new opportunities that align with the firm’s strengths. Without a careful hiring process and managed expectations, these moves often fall short of their potential. But with the right foundation, a new Partner can be a powerful asset, driving value beyond the immediate revenue transfer.

Interim executives are consistently one of the most requested tools in our toolbox. We quickly connect #privateequity firms, their portfolio companies and proactive independent companies with best-in-class, pre-vetted interim executives that are an exact fit for their needs. Learn more about how you could be using interim executives at the link in the comments below.

Liked your narrative James O'Dowd... Big firm = Cruise ship captain Boutique = Speedboat driver Success requires - Different muscles for different players (direct selling vs brand-backed selling) - Realistic timeline for client transition - Fresh value proposition that leverages both expertise and boutique advantages It's all about a different game & different rules. The key is not the past brand, but the ability to build something new (making 5X impact). It's about #ConsultingTruths #ConsultingLeadership #BusinessStrategy

Are you a management consultant considering making an exit from your current firm? Whether it's by choice or necessity, our latest guide offers essential insights to help you make an informed decision. Discover the advantages of going independent and ensure your career goals are in sync with this big move. Explore strategic exit plans tailored for consultants and learn how to transition smoothly. Click here to access the complete guide - https://lnkd.in/dPryhWDj #independentconsulting #exitstrategies

Looking to effectively prepare your organisation for change and transition in 2024? Our European interim management guide explores the latest trends impacting the 2024 interim management landscape, equipping you with the latest interim pay rates to support your hiring strategy. Access your free copy: https://orlo.uk/451Wh