Heller Search has designed an executive search process that identifies the strongest IT leadership candidates in the talent market for our clients quickly and efficiently - including active job seekers as well as passive candidates.
Most organizations are recognizing the strategic importance of technology to their future success, so the market for qualified technology leaders is tight, and time is of the essence. To help our clients meet this challenge, Heller Search takes an "Agile" approach to recruiting.
We start with our outreach to the talent market immediately after kick-off, in three ways:
You will not wait for weeks and weeks while we build a full slate presentation. Rather, we begin submitting candidates for your review as early as Week 2. This way, you develop a clear view of the talent market early on, and we incorporate your feedback into our continuous search activity.
By submitting and reviewing new candidates with you regularly, we continually refine and optimize our search strategy. Agile Recruiting enables all of us to hone in on the most highly qualified professionals and fill your role more quickly.
Clients can log into our state-of-the-art, secure, cloud-based search portal at any time – on computer, tablet or smartphone – to check the status of a search, review candidates, access resumes, and communicate with the team. Clients can also review real-time metrics on candidate interest and engagement.
Executive search in information technology requires excellence in strategic thinking, project management, client and candidate communication, and attention to administrative detail. For that reason, Heller Search assigns a full team to all of our search assignments.
Martha Heller, CEO, consults with our clients to ensure the position profile aligns with their business goals. She markets the position to her networks and promotes it in The Heller Report, a unique social media vehicle that mobilizes our community of 20,000 IT executive subscribers.
The Managing Director takes the lead on client communication, ensures that the search team meets its major milestones, and guarantees a full slate of highly qualified candidates. Along with her project leadership role, the Managing Director markets the role to his or her networks.
The Principal spends all of his or her time in the talent pool developing candidates through our referral networks and targeted original research. The Principal develops deep knowledge of each candidate's background, and can clearly articulate how their skills and experience map to the position requirements.
The likelihood that your candidate is already in our networks is very high, but we don't rely on that. The Associate conducts original industry and talent market research, and provides support that allows the rest of the team to stay focused on candidate development. The Associate schedules interviews, coordinates travel, and distributes candidate profiles and search status reports.