Frequently Asked Questions

Why should I use an executive search firm?
Often the use of an executive search firm is an alternative for companies to conserve resources and time. Companies understand that a retained executive search is an endeavor that requires expert knowledge and technology; all of which Humanatek’s MindArchitects3™ possesses. MindArchitects3™ has a proven history, through its application of converged staffing methods & technologies, and contact networks of quickly pinpointing and recruiting candidates for any executive position. MindArchitects3™has a strict policy on confidentiality, and can objectively evaluate candidates and provide effective negotiation expertise in any given situation.

What is the difference between a retained search, contingency search, and MindArchitects3™ search terms?
Contingency firms are paid only if and when they fill a position and willingly go after clients and candidates that other agencies compete for, leaving you with all the work to figure out which firm was first to present a candidate. Often, these contingency firms practice very aggressive and questionable recruiting tactics. This typically leads to a lot of confusion, a major resume deluge, and in the worse-case-scenarios, law suits. They offer very little to no strategy. We believe the contingency model is a dead antiquated model and not beneficial to clients and worse of all to candidates. On the other hand, traditional retained search firms are paid regardless of the search's outcome since their contracts lack accountability. Even when a traditional retained search firm fails to locate the appropriate candidate (which happens often), they contractually bind you to forfeit your retainer. This is typically justified as an “expense,” although a majority of the search profession will privately admit that search expenses are never that high.

Sometimes the distinction is not always clear between retained and contingent firms. Some retainer firms will occasionally accept contingency assignments, and contingency firms sometimes receive retainers. Contingency firms tend to work more quickly, while retainer firms are accustomed to gradually assembling a small slate of candidates. Fees are comparable between contingency and retained search firms.

MindArchitects3™ provides the best option for your search, without any of the traditional risks, while adding a new and unique alternative. Our converged approach is rapid and novel, rendering clients the fastest and most strategic search service available. Yet, we also provide a slate of deep and thoughtfully considered candidates. Since MindArchitects3™ requires some cultural integration into your company, it becomes easier to know exactly what your hiring team is looking for in the ideal executive candidate. MindArchitects3™ only works on exclusive and retained executive searches. Finally, our contract is a no risk contract, see for yourself on our guarantees page.

How do I select the right search firm for my company?
The most important criteria to consider are the firm’s search methodologies, contractual risks, guarantees, final fees, references and whether or not you feel comfortable with the search Principal you will be working with. Ask yourself if the search professional will serve as the best ambassador for your company to the marketplace and future candidates. Check with colleagues or contacts in the industry to get referrals. The search business has become very specialized over the years, so find a firm with functional expertise in the appropriate industry. While you’re at it check out our specialized practices for further detail regarding our industry expertise.

What are typical fees and guarantees?
Typically a percentage of the new executive's first year compensation reflects the fee percentage for the search. The benchmark has ranged from 30% to 40%, sometimes-even stock options have been billed by the larger “well known” traditional search firms. Recruiting firms will sometimes offer discounts on multiple assignments. Although percentage fees are the norm, recruiters sometimes bill on a fixed-fee basis when salaries reach certain levels. At times, recruiters will work on an hourly basis or accept equity in your company in exchange for the fees, it’s really all negotiable.

Guarantees differ depending on the firm you’re dealing with. Typically, it’s a written promise by the search firm to place a candidate within a certain period of time. Most firms also guarantee their candidate’s period of employment with your company. These firms guarantee that a candidate will remain employed with your company from 2 months to 3 months depending on the contract.
MindArchitects3™ provides candidate longevity guarantees from 3 months to 1 year. Email us for details: bizedev@humanatek.com or check out our comparison chart to learn more about the MindArchitects3™ advantage.

• We conduct all of our research and our Principals are the only professionals involved in overseeing this process. We are able to generate rich and diverse candidate pools for our clients, in part, because we control and personalize the research activity, deploy a multicultural research team, along with many technologies (a converged approach).
  
  
• Once the basic research is completed, the Principal (or two) begin the process of assessing candidates using a behavioral interviewing format developed with the client's input on characteristics of success in their corporate culture and business objectives. This process forces us to think objectively and honestly about the candidates' fit with the positions specifications.
  
  
• We validate our recommendations and findings by conducting reference checks, which are also behavioral and observation-based. Then, we forward an intensive reference report to our clients delineating each and every question asked and the reference’s responses.
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  We spend a significant amount of time assessing our practice and our performance. As a Total Quality managed consulting organization, we have built-in self evaluation and quality assurance processes for every search we perform. This not only assures an effective and rapid search completion, but also promotes a rich and diverse candidate pool, assuring the longevity and strength of contribution your new executive will bring to your business objectives.

Because we value and appreciate the relationships we have with clients, we maintain long-term relationships. Depending on whether or not we sign an employee longevity guarantee of 90 days or 1 year, we’ll respectively continue to follow-up through the 90-day or 1 year guarantee period.