10 Sep 2019
At Carlin Hall, we observe an increased demand for contingent recruiters with good academics to enter the Executive Search market either at Researcher or Consultant level. We help candidates who might be considering a career change in this direction. Here, we speak to Tamlyn Burl who assisted a candidate in making the move from contingent recruitment to executive search.
Tamlyn, tell us about your candidate…
My candidate was a top 20 university graduate who was working in contingent recruitment. She had graduated two years prior before moving straight into this contingent recruitment role. She enjoyed quick success as a Recruitment Consultant achieving two years of high billings and was on target for a promotion.
You’ve spoken to this candidate before, right?
One year after her graduation, we had a discussion about executive search. However, at the time she decided to stay in contingent recruitment – after four years at university she was enjoying earning money and being able to make some inroads into her student loan. However, the conversation we had stayed with her.
What made her to change her mind after a year?
The promotion opportunity became the catalyst for her to pick the phone back up to discuss whether she felt Executive Search might still be an option for her. She was aware of my track record moving people from contingent recruitment into executive search and knew I would be able to advise.
How did you know that the candidate was ready for a career in executive search?
I was confident this candidate met most of the criteria for the move across to Executive Search. She had a 1st in Business from a top 20 university and enjoyed success in her first role after graduating.
How did you prepare the candidate for the move into executive search?
I spent a considerable amount of time outlining what a move from contingent recruitment to executive search would look like. I explained to her that financially her overall take home would be reduced in the short term, but long-term earnings would increase beyond what she would earn in contingent recruitment. I also explained that she wouldn’t be able to join at Consultant level but instead in a Research capacity initially to learn specialist search methodologies.
How did the candidate feel about it?
She was prepared to take the reduction in salary aware that she is still young without financial ties and that now was the time to do it. She also knew she wanted to learn the Research piece as felt long term this would be of great benefit. By this stage she was committed to making the move into Executive Search.
How did you approach the recruitment process itself?
After spending many hours getting to know this candidate and being certain that she was ready for the move, I reached out to our clients. We decided to cast the net relatively wide initially so that the candidate could get a good view of the market and see how the large global executive search firms (SHREKs) compared to the more mid-sized classic boutiques.
What was the outcome?
In the end, the candidate was made one offer by a SHREK, and one by a boutique.
That’s fantastic! Which offer did the candidate choose and why?
After much deliberation and lots more phone calls with me and the clients, she decided to accept an Associate role with the boutique firm. This was mainly because she was offered the opportunity to work in a more generalist capacity and felt that would give her good exposure to a variety of sectors at the senior level.
Do you know how she is doing now?
She’s now working towards a promotion to Senior Associate and already attending interviews. She’s loving every minute of her new role and looks forward to a long and successful career in executive search.