Below are some frequently asked questions for a Client. 
Why would I consider using retained executive search? Answer:
How does a retained firm differ from a contingency agency? Answer:
What if our company already has a short list of individuals we are considering, but hasn’t found the "home run" candidate yet? Answer:
Are there many companies that are "off-limits" to your search firm? Answer:
What if the person we hire doesn't work out? Answer:
  


Why would I consider using retained executive search?
1. Expertise and Quality
Do you really want to invest the time it takes to do what we do all day, everyday? We have demonstrated great success in representing companies better than they can represent themselves because of our tireless dedication to the subtle art often required to find, attract and evaluate the best candidates

2. Objectivity
As an objective third party, we are able to evaluate individuals on their merits alone and are also in an ideal position to access references.

3. Time and efficiency
You are being paid to manage and perform specific functions within your company, and it’s more cost efficient for a hiring executive with decision-making authority to retain an objective third party search firm who can screen out all of the inappropriate resumes and identify the qualified individuals. Even an hour a day to look at resumes and place some calls is more than a senior executive has time to devote. Then comes the lengthy interviews apportioned for each candidate during the next six weeks when your schedule permits, referencing, education verifications, negotiations, etc., only to discover that the candidate may not be attainable or the right fit, and you are back to square one.

4. Confidentiality
You may be restructuring your division and want to quietly replace certain individuals. Or, you may wish to create a new division or launch a new business operation that requires recruiting key executives confidentially. In any scenario, you may choose to remain anonymous by retaining Brad Marks International to present the job opportunity to prospective candidates. As a third-party representative, we maintain complete confidentiality in screening out all candidates and bringing only the highly qualified individuals to your attention. Only at your discretion do we disclose your identity to the candidate.


How does a retained firm differ from a contingency agency?
They are worlds apart. Our firm works on an exclusive retained basis. We receive a fee from the client company to conduct a search engagement. As a retained firm, we are paid as consultants to identify and evaluate individuals that meet the criteria established by our client company. This enables us to remain objective about the candidates we recruit throughout the entire search process. Once the retainer agreement has been established, we create a detailed position description and initiate extensive research and sourcing. Preliminary phone interviews take place and we conduct in-person interviews with qualified individuals, recommending only the top prospects to the client. Our clients receive ongoing correspondence and status reports, as well as written information on all candidates. We handle all of the logistics involved in arranging meetings between the client and candidate. We also provide written references and facilitate offers, when sanctioned.

A contingency firm receives its fee ONLY after placing an individual and is usually not representing the client company on an exclusive basis. They represent candidates, not your company. This opens the door for a lot of confusing and embarrassing overlapping of efforts by competing agencies and the hiring executive seeking to fill the position. Contingency agencies have less time to devote to gathering a full assessment of the client's company, culture and position requirements because their goal is to supply a large volume of resumes which increases their changes of making one "stick" in order to collect a fee.


What if our company already has a short list of individuals we are considering, but hasn’t found the "home run" candidate yet?
Chances are you've already exhausted your internal list, called all your friends and patiently interviewed your CEO's cousin by the time you decide to turn to executive search. Brad Marks International encourages our clients to turn over all prospects, unsolicited resumes and previously considered candidates so that we may give full consideration to everyone. As our client’s retained recruiting consultants, we can remain entirely objective in evaluating all prospects no matter how they are brought to our attention; we take no pride of authorship. Additionally, if you have a prototype individual in mind, we prefer to meet with that person and/or learn as much as possible about him/her to fully grasp the nuances of the ideal candidate you envision. Our goal is the same as yours – to identify the best available talent and bring the search to a successful conclusion as expediently as possible.


Are there many companies that are "off-limits" to your search firm?
We conduct a broad range of searches across many different fields throughout the entertainment, broadcasting, communications and new media industries. We are careful to choose our clients judiciously to prevent monopolizing any one area of business from which we would be unable to recruit.


What if the person we hire doesn't work out?
In our experience, we are pleased to report it has rarely happened that a candidate does not stay with the client company for at least one year. It is our policy to conduct a full replacement search, for expenses only and without an additional fee, should the candidate not remain in your employ for a full year.