Executive Search Process

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Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Sourcing

Reduce candidate sourcing time by over 90%

Instantly discover high-quality passive candidates

Screening

Accelerate time to interview 
by 85%

Spend time connecting, not screening

Expert & Executive Search

Pinpoint talent with specialized hard to find skills

Uncover Hidden Gems

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

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We continuously map billions of data points on both people and companies across the entire talent landscape to provide the most relevant and up-to-date information available.

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Censia centralizes, standardizes, deduplicates, enriches, and contextualizes candidate profiles from across multiple sources to provide what we call a Golden Record. The Golden Record acts as a single source of truth providing a 360-degree professional view of an individual for high-quality data you can count on.

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Take a talent-centric approach to hiring. The Talent Genome leverages a proprietary taxonomy to cluster skills and experience revealing hidden insights and capabilities to predict if an individual will thrive in a given role and determine who could be your best candidate fit.

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“We had been searching for a tool to help our Talent Acquisition Team find quality candidates in less time and that’s why we chose to work with Censia. The ideal candidate model is what sold us. Finding quality people within minutes versus sorting through resumes for hours is a game-changer. Censia’s Talent Intelligence Platform was a great addition to our Talent Acquisition strategy!”

Lorie Bryce
Talent Acquisition and Management Leader, Gerdau North America

“Censia helped us find hidden talent for hard-to-fill roles. We weren’t having much luck finding candidates and Talent Intelligence surfaced high-quality people for us.”

Ed Sayson
Talent Acquisition Leader, Human Resources, ARC Document Solutions

“We’ve had a very strong response with building models and reaching out. We have an extensive agreement with another platform, but more and more of my recruiters are using their Censia solution first to get in there and get some results, so there’s a bit of an irony there that one is taking over the other. These talent networks have a lot of data but Censia understands the data with greater accuracy.”

Dennis Wilson
National – Director, Talent Attraction & Acquisition, American Heart Association

Executive Search Process

How does an executive get hired? First, they need to find a job. They need to find the right company. Then, they need to apply for the job. The company will make sure that they are qualified for the position and then hire them. The executive search process begins by identifying potential candidates. Executive recruiter obtains information about possible openings and writes job descriptions and specifications.

The executive search process may vary from company to company, but there are some common factors in most executive search processes. Most executive jobs are not advertised or made public, so companies may have to find executive candidates independently. This typically involves working with an executive search firm with specific experience in the industry and hiring executives for similar positions in the past.

Once the executive is chosen, they need to meet specific requirements before they can be hired. For example, government agencies will check tax records and make sure that the executive has paid all of their taxes and does not work for any other companies at the same time as they would be working for this one. The candidate may also need references from former employers and these.

The executive search process is sometimes long and arduous and can take months or even years to finalize. Often, executive positions require special qualifications for a candidate to be considered. Many executive search firms specialize in these types of executive searches. The executive search process begins with the executive recruiter finding an open position from a client authorized to find a replacement. Executive recruiters create a list of potential candidates and contact them for interviews. Many executive positions take roughly 10-15 interviewees before narrowing it down to 2-3 potential hires for the company executives to choose from. Once the executive recruiters have presented

Executive Search Firms

A firm can hire an executive by posting a job ad. They will want to know who they are hiring. This can be done with executive search firms. An executive search firm is responsible for the executive search process. Companies pay executive search firms to find executives to fill essential jobs within that company. An executive may not know that they are qualified for the job. The executive search firm knows what skills and qualifications are needed to perform the job successfully.

The Executive Search Firm will gather information about the position, write a position description, determine compensation levels, review existing profiles of potential candidates, create databases of candidates’ resumes and contact them to see if they would be interested in pursuing this opportunity, present appropriate candidates based on information provided by client including but not limited to background reference checks & credit reports, etc., meet with all selected candidates and client to review and verify executive profiles and candidate’s qualifications, etc., check references, negotiate executive employment agreements and executive search firm fees.

There are some problems with executive search firms. Some of these firms will work exclusively with one company, so they cannot offer executive search services to other companies. This can limit a company’s pool of potential executives as many executive candidates work for several different companies simultaneously. However, executive search firms help narrow down the list of available executives by only showing their clients those who meet specific criteria set forth by the client or recruiter. They will also conduct background checks on top candidates and give their clients an extensive profile of each candidate, including professional experience, education level, and credit history. Executive search firms can also help companies communicate with executive candidates. These firms have an extensive network of people which many administrative search firm professionals and executive search firms will find the perfect executive for their client’s company.

Executive Search vs. Recruitment

Executive search is different than regular recruitment. Executive searches are for people in charge of businesses and need to find someone to help them with their job. Traditional recruitment is when people go looking for jobs themselves. A recruitment executive will help employers find the right people for their companies. They are paid to do this.

An executive search reaches out to many potential executive candidates over a long period, sometimes even years. The executive search firm does not offer any money to the executive candidate until they have been offered the job, which means executive candidates must trust executive search firms to do their job. Once executive recruiters find an executive candidate, they will then present them to the hiring company for further employment consideration.

Executive Search Services executive search services provide executive search firms, executive recruiters, and executive headhunters with an extensive list of highly qualified executive candidates that have been prescreened to meet your individual needs. Executive search services are executive search firms with extensive contacts in the administrative industry to find the best executive for you. Executive search services work with executive search firms, recruiters, and headhunters to fill all types of executive positions. These executive search services can help find executive candidates that meet the requirements for your executive position. Executive search services offer executive search firms, executive recruiters, and executive headhunters an extensive list of highly qualified executive candidates who have been prescreened to meet your individual needs.

Executive Search Best Practices

Some best executive search practices are ethical, offering the highest level of confidentiality, using a broad network to find great candidates for positions, and having an eye for detail. Executive search process executive search identifies executive candidates for open executive positions, then helps to place executive candidates in executive-level jobs. The executive search usually takes up to six months on average; however, it may take longer depending upon what you are looking for and how quickly you want to fill your executive position.

Executive Search Firms executive search firms help executive recruiters find executive candidates by using a network of executive search contacts and executive connections. Executive search firms have an extensive professional network in the executive industry which allows them to conduct extensive prescreening of potential executive candidates to identify these individuals based on your specific needs.

When we do an executive search, we first find what the person’s skills and experience are. Next, we see the type of company they work for and what kind of job they want. Lastly, we look at where they live and decide if it is a good fit for the company.

Executive Search Diversity

What are some things to think about while performing an executive search? Diversity is important when doing an executive search, but there are some things to think about. For example, is the executive candidate diverse? Is the executive-level job diverse? Are you looking for a minority executive or a white executive? These are all examples of diversity to think about while doing an executive search.

Equality executive search provides an equal opportunity to all interested executive candidates of any race, sex, age, or other status. However, equality executive search does not guarantee that you will find a specific executive candidate of your

The executive search firm will ask what type of executive skills you are looking for. Executive recruiters will ask about the executive level position, location, work hours, and travel involved. Executive search will also learn your opinion on diversity extremely important when executive recruiters are doing an executive search. Executive search firms and executive recruiters will work with executive search consultants and executive search headhunters to find executive candidates for open executive positions.

Retained Executive Search

How to retain executives during an executive search when you have executive candidates from executive search firms from executive recruiters? Retained executive search is one way to keep executive candidates. If an executive candidate chooses to stay in the organization, they may demote or remain at their current position. In this situation, senior management must determine what the executive candidate needs to keep at their executive-level job. For example, an executive search can provide executive recruiters with an extensive network of executive connections among the top executive candidates in the industry.

Executive search with executive search firms uses retained search as a way to have executive candidates. They are making it easier for them to transition into administrative positions. Executive search firms executive recruiters will ask executive candidates about their plans and what they want to do as the next step in their executive career.

Executive Search Firms executive recruiters will ask about the candidate’s experience and what type of executive position they want next. Executive search firms’ executive recruiters often create a pool of executive candidate applicants for each candidate to make it easier to find executive candidates. Executive search executive recruiters also want an executive candidate’s network of executive connections to be as grand as possible.

Executive Search Briefing Template

Executive search executives will use a briefing template for executive search firms to inform executive prospects about executive search agencies. Executive recruiters will use executive search briefing templates to inform executive prospects of what executive search can provide. For example, executive search executive recruiters want executive candidates to know about all the benefits they can get from executive search, such as help with networking and making connections.

Executive recruiters can use executive search briefing templates to inform. Executive recruiters will tell prospects what they offer, how much their services cost, and what executive search firms executive recruiters hope to achieve from being retained for executive jobs.

Executive search is hard work, but it can be advantageous. Executive search will make sure your company gets the right executive every time.

Make sure to have a good pool of executive candidates. This way, an executive recruiter can find executive candidates capable of doing well in executive positions. Have all your executive job descriptions prepared. Executive search executive recruiters will need to know what you expect from the executive position and the qualifications required to do an executive search. Be ready for interviews, or request time with executive prospects to interview with executive search executive recruiters. Make sure your executive team has an evident organizational culture. Executive search firms will often look for an excellent cultural fit first.

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