What do you look for in a Partnership?

I was recently on a call with a PE firm wherein the Operating Partner asked me, what makes a PE firm stand out; and of the Talent Director, what makes a Recruiter stand out?

We saw remarkably eye to eye…

Communication

There’s a balance, the PE firm or client needs regular weekly updates - concise with dependable recommendations. No one needs to get bogged down in reports and metrics unnecessarily, which makes access to a 24/7 client portal works key for self-serve updates on candidate movement. 

Another key type of communication is with candidates. Your recruiter will be able to tell you where the candidate’s head is at, if they have special circumstances from the get go, as well as continually update the candidate on the process. No ghosting of candidates!

Critical Project

The Talent Director said it’s important the PE firm/portfolio company treats the search as a critical project. The right hire will have a real impact that should go straight to the bottom line. Music to my ears, when hiring managers prioritize interviews over other daily tasks it decreases search time significantly. Candidates are discouraged when they get to video or on-site interviews only to learn the first available time is 2-3 weeks out. If we all keep the search a priority, you will have your placed candidate in under 90-days!

Continued Action

This implies initial action. The initial slate of candidates should be close to the mark if not spot on, then additional slates need to continue through a signed offer. 2 slates of candidates and then a drop off, or rechurn of people in the pipeline is not acceptable. Subsequent slates will be smaller as new candidates have to meet or beat who is already in process, but work should continue right through the finish line.

Agility

All parties need to be able to shift. Once “real people” are presented, does the required skillset still make sense? Do those people exist? If not, clients need to be able to soften or concede certain criteria to broaden the pipeline. If so, your recruiter should be able to continually fill the pipeline - and be creative with different combinations of the requirements so that you will have a diverse selection vs. people with the same backgrounds and toolkits.

Partnership

Seamless is best. Open communication with your recruiter helps them represent your company precisely. Candidates will see the recruiter as an extension of your company, you want them to be well-spoken, professional, and highly effective. In this way, your recruiter can sell your company well and advance candidates expertly. LIkewise, your recruiter can offer advice based on market trends, specifics to your pipeline and criteria, and more. 

It’s a journey you take together. When all goes smoothly it makes launching the next search easier - both parties are comfortable with each other and things proceed even faster.