In the quest for the best, it’s natural to tend toward established brands that assure us of competence and stability. Anyone who has ever been involved in an executive search is likely aware of a few very large agencies—the “Big 5”—that dominate the space.
Most of us know that companies in competitive industries like executive recruiting earn their reputations by serving their clients well. But the “big guys” aren’t the only option. In fact, there are several reasons partnering with a smaller boutique firm is a better fit for your healthcare organization’s mission and goals.
Here are five advantages to consider when going boutique for executive search:
Size Matters, but Not Always the Way You’d Expect.
When it comes to choosing an executive search firm, bigger isn’t always better. Why? Huge firms have the numbers on their side, but those numbers may work against you. The major players in executive search employ large numbers of recruiters, each of whom handles a similarly large number of clients. The high volume of business they manage is great for their bottom line, but it makes personalized services nearly impossible. On the other hand, smaller “boutique” firms focus on quality, not quantity. Because their executive recruiters handle smaller client portfolios, they focus the necessary time on a relationship-based approach fostering the high-touch, customized service experts say is redefining the field.
Smaller Means Agile and Flexible
Bigger structures tend to be more rigid and less nimble. While larger search firms can weather longer periods of uncertainty, they aren’t as adept at taking advantage of industry changes, or opportunities. However, clients and candidates who work with boutique recruiters benefit from the tighter turning radius that enables them to be more flexible and responsive to industry trends. In addition, a personalized consultative approach to executive search offers more value for the time and money invested.
Connections to Talent Are Not What You Think
We might expect that the largest executive search firms have the greatest number of contacts. But that is not generally the case. Candidate outreach by large recruiting firms is typically limited by Non-Solicitation Agreements with their existing clients. It’s counterintuitive, but boutique firms are often freer—and therefore, more likely—to conduct a wider and more thorough search.
Value Over Volume
The Big Boys are in every industry. But when companies grow too big, they can lose their sense of direction. Leadership and management expertise is not the same across the board and most healthcare organizations recognize the very significant differences between hospitals and high-tech. Smaller, boutique firms operate in a more focused way. They don’t claim to be all things to all people, but instead, make use of dedicated niche and industry experience, or knowledge of a specific geographic area. This kind of specialization can be a smart advantage for healthcare organizations in search of C-Suite executives who can anticipate and meet future needs.
Accountability and Trust: Who’s Who?
Clients of the largest firms don’t have much say in who handles the details of their executive searches. Even if an account is part of a top recruiter’s portfolio, tasks are routinely assigned to less experienced recruiters—and even interns. Boutique firms can assure clients and candidates that the agency’s top talent will be directly involved in meeting their needs. Trust is more easily earned in smaller firms which, by nature, offer a higher level of accountability.
Three Key Takeaways
Large executive recruiting firms are high-volume businesses and cannot offer clients the personalized service or relationship-based approach common among smaller “boutique” firms.
Boutique search firms operate in a more tightly focused way and provide clients with valuable expertise and experience in a specific industry or geographic area.
The challenges facing healthcare leaders are unlikely to be met by a boilerplate executive search approach where clients get lost in a sea of recruiters.
With years of experience in healthcare leadership, Talenta HR Group understands the mission-critical skills and qualities your team needs. We know how important it is to listen, develop a practical recruiting strategy that takes an organization’s needs into account, and identify and attract candidates that genuinely fit. If you are either a hospital or an executive seeking placement, let’s talk.