About HornRuckle & Associates

Strategic Partners, Experience, Trust & Integrity in Executive Search

At HornRuckle & Associates we are committed to our clients' success, which is why a team of highly talented search executives will lead the search from beginning to end.  Contrary to our competition, all searches are performed by the partners that conduct the initial client meeting.  This ensures our clients receive the most personalized attention and the most qualified candidates available.

How to Choose a Firm

In many ways, the selection of any exceptional search firm, including HornRuckle & Associates, is like selecting an exceptional surgeon for a family member:

  • You would want to meet the surgeon personally;
  • You would expect demonstrable proof of excellence;
  • You would demand that she, and not an assistant, would execute the procedure personally;
  • You would want attention from the surgeon and her staff that verified they were personally invested in you and your family member and the outcome;
  • You would hope for such success that you would instantly refer others to this physician when in need of a similar level of expertise.

Let's explore each of the above points in more detail for a moment.

Knowing your search firm & search consultant personally

Your research, your colleagues, and your personal experience will help to identify one or more search firms to evaluate.  In addition to the reputation of the firm in general, you should know the principal who will run your search.  A search professional who takes your search seriously will need to earn your trust as an advisor, strategist, and team member.  It is important that your relationship be collegial so that full and open consideration can be given to developing a slate of candidates who measure well against the position specification, who would fit your culture, and who will likely accept your offer if tendered.  In short, if you do not think you could work with the consultant in this fashion, you should not select her / him.

Reputation, References, & Experience

Filling a pivotal position in your organization is not a task for OJT (on the job training) of a new or inexperienced search consultant.  Your search firm and especially your consultant should be able to provide relevant references for comparable searches.  More importantly, you should check them.  A surprising number of hiring managers and organizations do not bother to verify the credentials of their consultant.  When possible, insure your search is being conducted by someone whose references will tell you about the degree to which they believed the process, timing, number and quality of candidates met or exceeded their expectations.

Working with the Principals

It sometimes happens that a firm's managing principals bear primary accountability for business generation, and have only limited involvement in the search process.  If it is important to you that the principal with whom you developed the relationship stay closely involved throughout the search, make that expectation clear.  Reputable firms will clearly define the process and time lines of the search, as well as schedule regular meetings (in person, telephonic, or video) for communication with the hiring manager (or committee) and the primary search consultant.

Proactive Interest in Your Search

The common barriers to giving a client the attention they expect and deserve are two: The search firm is too big and / or the search consultant is too busy.  To some degree, size matters.  Your firm needs the "critical mass" to have reputation and resources that permit rapid access to quality candidates.  If your consultant is as good as you expect them to be, they will be busy with several searches in various stages of completion.  Your research and references will tell you about the firm and its reputation for doing timely, high quality work in the area and fields you need.  Personal references on the consultant leading your search will tell you about the consultant's history of being responsive to the client and caring about the quality outcome of your search in particular and your company in general. Ask the consultant how many searches they complete in a year, the average time to fill, the number of searches within thirty days of start-up (when the work is most intense).  Insist on scheduled reviews by phone if they are not automatically offered.  At a minimum, you should expect progress reports at least every two weeks for the duration of the search.

Evaluate Your Results

The best firms will formally request you to evaluate the quality of the process and results of your search.  If they don't, you should do so anyway.  Was the process in line with your investment?  Would you use this firm again?  Would you use the consultant?  Would you refer them to others (or just your competitors?)  Was the billing and administration easy to understand and hassle free?