1. Building Internal
Executive Search Teams
28th February 2013
Stephen Buchanan
Managing Director
Research Europe Ltd

2. What distinguishes
executive search?
Seniority? Talent comes at all levels
Proactive? Rather than adverts and LinkedIn InMails
Passive candidates? Those who have to be wooed
Top talent? The very best performers across functions and sectors
Research – Intelligence gathering on available talent

3. Context
of Fortune 500 companies now have in-house executive
25% of Fortune 500 companies now have in-house executive search
search
e.g. Hilton, Pepsi, Campbell’s Soup
e.g. Hilton, Pepsi, Campbell’s Soup
Time Warner claims savings of over $100 million since 2003!
Time Warner claims savings of over $100 million since 2003!
Early movers in UK market: e.g. RBS
Early movers in UK market: e.g. RBS
Motivations:
• Cost
Motivations:
• Speed & volume
Cost
• Developing a integrated talent strategy
Speed & volume
• Developing a integrated talent strategy

4. Challenges
Skills, training & systems – not all new in-house teams have executive search
and/or research experience
Limitations of social media & advertising – especially with passive candidates
Lack of intermediary – seen as directly poaching from rivals
Volume – often outstrips the team’s ability to service
Buy-in from senior management – they often have their own preferred headhunters

5. Skills needed
Research & talent mapping
Sourcing & informal referencing
Engaging & influencing passive candidates
In-depth qualifying
Negotiating offers
Project management

6. Considerations
Do you have an attractive brand?
Enough volume?
Is there real buy-in at senior level?
Can you hire people with re/search experience?
Salaries and incentives for in-house team attractive enough?
Systems and processes? Project management? Database?

7. Third party providers
Search firms
Industry expertise High fees
Advisory/ consultative Inflexible fee structures
Strong intermediary Perceived as ‘slow’
Research firms
Skills Typically more ‘generalist’
Flexibility Less able to act as broker in
Lower costs salary negotiations
Multiple hires
Both
Give external perspective Deliver confidential hires
3rd party advocates Can be more ruthless

8. Choosing a research partner
Research skills? What’s their track record and services on offer
International reach? Experience on global roles
Sector/ functional experience? Experience networking in your
area
Seniority? Experience sourcing at different levels
Cost – A factor, but turning research into a commodity leads to
lower quality

9. Summary
Get buy-in from internal stakeholders
Hire in the right skills
Put in structures, processes and systems
Find good research partners

10. 1 Heddon Street, London W1B 4BD
+44 (0)20 7470 7297
stephen@researcheurope.co.uk
Skype: sbuchanan202
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