Intelligent
Executive Search

Break free of keyword constraints and supercharge your recruiting team. Get in-depth and insightful candidate data to instantly source, score, and rank top talent.

Supercharge Your Talent Acquisition Strategy

Automate redundant and unproductive recruiting tasks. Free up recruiter time to connect with and secure top talent instantly.

Time to Hire

Cut time to hire by 50%

Be the recruiting hero hiring managers dream of

Team ROI

Reduce TA costs up to 75%

Boost your recruiting ROI

Diversity, Equity & Inclusion

Triple the diversity of your talent pipeline

Eliminate unconscious bias in sourcing

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

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

Unleash The Power of Talent Intelligence

Eliminate unconscious bias and power efficient and effective recruiting decisions with high-quality data and deep system intelligence.

Discover the best talent

Passive Candidate Sourcing

Get instant access and deep insight into more than 500 million highly-skilled professionals from around the world to consolidate passive sourcing efforts.

Clone top performers

Ideal Candidate Modeling

Choose top employees and model the skills you seek based on their profiles. Censia then maps out related skills and analyzes dozens of career factors to develop a candidate model creating a ranked slate of similar talent profiles.

Woman asking herself "what is talent intelligence?"

Automate candidate comparisons

Predictive Analysis

Save hundreds of hours screening resumes and instantly develop a shortlist of best-fit candidates. Machine learning and predictive analytics process candidate information, compare it to millions of other profiles and ranks suitability for open roles.

Unlock existing employee potential

Internal Mobility Matching

Limited resources often cause internal mobility to take a back seat to new hires. Our Talent Intelligence Platform instantly sources internal candidates and compares them to external talent, allowing you to promote from within and extend the average employee lifespan by 25%.

Reignite previous candidate interest

Candidate Rediscovery

Instantly find qualified previous applicants inside your applicant tracking software (ATS), match them to new openings, and compare them to your current employees and new candidate pipeline.

Put blinders on bias

Anonymous Mode

Mitigate unconscious bias in candidate sourcing by masking bias identifiers like gender, ethnicity, age, race through anonymous mode to ensure recruiter focus on talent, skill, and fit first and foremost to uncover qualified diverse talent previously overlooked.

The Censia Advantage

What makes our Talent Intelligence Platform Stand Out?

Up-to-date data sources

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.

Single source of truth

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.

In-depth analysis

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.

Seamless ATS integration

Censia integrates natively with many leading ATS solutions and as a completely headless solution. Insights and intelligence are delivered through our robust and highly secure API to power your data-driven hiring decisions.

“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

Intelligent Executive Search

Intelligent executive search is the intelligent application on a broader scale of intelligent technology to help savvy businesses hire brilliant experts.

An intelligent executive search and intelligent systems are clever enough to know what intelligent businesses need from competent executives and what savvy executives need from brilliant companies. Smart executive search technology can be thoughtful about applying modern innovative technology configured for a single task and integrated over many functions.

It’s no longer good enough for your company to have hired only intelligent experts. To compete with competent companies, you need a smart team. Get ahead of the curve by hiring the best intelligence experts that intelligent executive search technology has to offer.

When you’re looking for intelligent talent, it’s not just about searching anymore. It’s about intelligent interaction with wise insight into the intelligent candidates instead of intelligent guesswork that is an unintelligent mistake. Artificial innovative executive search options use artificial intelligence that can be applied without intelligent human interaction under brilliant conditions.

Executive Search Considerations

There are philosophical considerations to intelligent executive search. You need innovative technology that can understand your intelligent needs, technology that’s intelligent about what you want, and intelligent people who can meet intelligent demands. Artificial intelligence means intelligent flexibility, not synthetic unintelligent options. The smart data collected during clever interviewing of potential parties are fed into modern machine learning techniques and natural language processing to find competent candidates.

To get executive search results, you need executive search technology that knows how and where executive candidates live and administrative search technology that can work intelligently with executive candidates in their professional environment, whether on a computer or a mobile device.

You can’t have executive intelligence without executive expertise, and administrative expertise is only as intelligent as the people who represent it. Innovative executive search technology is the only road to executive realness if you want a genuinely executive team with executive know-how, organizational skillset, and executive experience.

The only intelligent way to conduct intelligent searches with modern technology is through an intelligent executive search intelligence engine. This executive executive executive technology can intelligently look across executive search repositories, executive networks, and social media profiles to find the most intelligent executives for any competent company.

Intelligent executive search needs a creative but intelligent approach that uses modern techniques in machine learning and natural language processing to understand what you need from potential candidates.

Executive Recruiters

Executive recruiters help people find new jobs. They are usually paid by the company that is hiring for the position. They will typically do the executive search for a fee, which is taken from the new executive’s salary. Executive recruiters also help match up company needs with executive abilities.

People who want to use executive recruiters have to pay them from their salary or from a placement fee on top of that. The executive recruiter’s job is to try and find executive placement. If executive recruiters are not successful in finding executive orders, they will place the executive in a different position.

The executive recruiter has developed relationships with companies who generally need executives. They mostly work for companies with many people working for them or are growing fast. The executive recruiter job is very successful for executive recruiters who also have executive connections.

An executive search firm is a company that specializes in executive recruiting and related services. It acts as an agent, representing employers who need to hire executives and advising executive candidates to build their careers or change positions. Executive search firms also provide executive coaching and development to executive candidates.

An executive recruiter is a person who works for executive search firms or executive placement agencies. The executive recruiter will typically list job openings that the company may have available. Then once an executive has been assigned to fill this role, they will be responsible for looking over resumes and screening them for executive placement.

The executive recruiter job is vital and governs the organizational pipeline process. They will often be an executive’s first point of contact with a company, and they make executive introductions to organizations or companies that organizations may not have contacted otherwise.

Global Impact of an Executive Search

The executive search industry provides executive search for executive recruiters all over the world. Since executive recruiters are looking for people to fill executive positions, they will generally seek out executive candidates worldwide. The executive recruiter job may provide many different opportunities for people who engage in this type of service.

An executive recruitment agency is a company that helps executive recruiters find executive job postings and executive candidates. These executive recruitment agencies will often have a specific type of executive they are looking for and will work to place this executive when hired. The recruiter job is very global.

The executive broker is someone who has been trained in the art of executive recruiting. They usually work for executive search firms or executive placement agencies. They are the ones who will screen resumes to ensure executive candidates are qualified for executive jobs, and they will also conduct interviews to ensure executive candidates are a good fit for their executive job opening.

The executive broker is dependent on executive recruiters because they need them to help get executive applicants to fill executive positions. Executive recruiters would not get executive candidate resumes for executive candidate screening and interviews without executive search firms.

C-suite Succession Planning

Succession planning is when people think about what they want to happen in the future. It is how we can plan for when we are not there anymore. The C-suite is a group of people in a business who make big decisions. These people are responsible for the leadership of an organization.

Organizations will often create succession plans to ensure that somebody can take their place when executive recruiters step down. Succession planning is also known as executive succession or leader succession.

The success of succession planning is significant because it ensures people in power will always be ready to make big decisions; it creates continuity within organizations and prevents power struggles between executives.

An organization’s succession plan has three components: internal candidate assessment, internal preparation, and internal transition. These steps should help executive recruiters find good internal candidates for executive roles.

Succession planning is a process of identifying, recruiting, and developing talent within an organization to assure succession for executive positions. This succession planning process typically takes place with executive recruiters who work inside or outside of the company. Succession planning executives are responsible for succession planning candidates’ career development, succession planning definition, and succession planning strategy process.

Organizations can benefit significantly from succession planning due to the early identification of potential successors, which eases the transition time when replacing management executives. A business may also want to consider creating succession plans that ensure that specific vital skills are not lost if an unexpected event should occur with top-level managers.

Talent Retention for the C-suite

Talent retention is when people stay in your company. This is a big topic for succession planning in the C-suite. People in these positions are usually very talented, and sometimes they will go to work for competition when their contract expires.

The process of talent retention begins with executive recruiter job postings internally within an organization that outlines the available vacancies in the C-suite. Some organizations require executives to sign long-term contracts, while others may be willing to offer more flexibility when recruiting talent if there is a robust internal candidate pool.

Organizations will often build relationships with potential candidates before recruiting them by keeping up on their career history through executive search firms who can provide corporate intelligence about talent; this information could include where they might go after employment or what skills they specialize in that benefit competing companies.

For succession plans to work effectively, organizations need executive brokers who understand what executive recruiters specialize in. In addition, succession planning requires executive recruiters with complete knowledge of all available internal candidates to ensure success.

The expected outcome of succession planning is that the organization will have completed a successful succession plan with all necessary components before any unexpected executive departures occur.

Enact AI in Leadership Planning

Recruiting transactions are an integral part of talent retention in organizations that use succession planning. Therefore implementing AI could improve leadership planning/talent retention rates because it can provide opportunities to review talent via various variables before selecting appropriate options. For example: if there is a high turnover within management positions in a company, they may want to consider implementing AI into their succession plans to ensure that the right people are promoted internally or encouraged to remain with the company for leadership positions.

Extensive technology analysis is an excellent place to improve a company’s leadership planning/talent retention strategy because it can provide business insights into a particular industry that would otherwise be very difficult to find out. In addition, comparing a company against other organizations in a similar sector will also help identify possible improvements that could improve a management system within a corporation.

For AI to work effectively with leadership planning or talent retention strategies, an organization must have a thorough succession plan already in place. All necessary components should be reviewed to ensure success before reading any section if a comprehensive analysis is required. All results produced by an AI succession planning system, should be reviewed carefully, and the best option or options should be chosen promptly.

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