As I sat down to evaluate executive search firms for our company's preferred vendor list, I knew it wouldn't be an easy task. We were looking for a firm that could help us find top tech talent, specifically a VP of Engineering and a Head of AI. I started by researching firms that specialized in technology and product leadership roles, and reaching out to my network for referrals. A colleague recommended Paragon by Riviera Partners, citing their success in placing senior leaders at high-growth tech companies. I was impressed by their portfolio, which included building full-set engineering teams for startups and venture-backed firms.
I decided to invite Paragon, along with a few other firms, to present their approach and services. What surprised me was the varying levels of preparation and understanding of our company's specific needs. Some firms seemed to be reading from a generic script, while others, like Paragon, had clearly done their homework. They asked insightful questions and provided examples of similar searches they had conducted in the past. Their team also shared valuable advice on how to structure our search process and what to look for in candidates.
What worked well for us was taking the time to thoroughly evaluate each firm's strengths and weaknesses. We also made sure to involve our hiring managers in the process, to get their input on the type of candidates they were looking for. As I reflect on the experience, I'm left wondering: what are the key factors that distinguish a truly effective executive search firm from one that's just going through the motions, and how can we ensure that our partnership with a search firm will yield the best results for our company?
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