An Insight Into Executive Search in Recruitment

The executive search function focuses on sourcing and securing board-level talent. This encompasses both executive and non-executive positions. At Jackson Hogg, we have successfully placed influential leadership roles with everyone from global blue-chip businesses to pre-revenue start-ups. At Jackson Hogg, our executive search is led by Jon Carlile. Jon is a graduate of Newcastle University, who had a successful career with Proctor and Gamble before taking the step into recruitment. He has specialised in delivering senior-level search assignments, often with a high degree of complexity, throughout his recruitment career. Jon has an incredibly strong network of senior business leaders and is a strong believer in the power of doing good things for good people. “We can’t understate the importance of network for senior executives and not just when looking for a new opportunity. It’s true that it can often be lonely at the top, and a network of like-minded peers or a trusted mentor can often be the perfect outlet or sounding board. Unfortunately, with the huge demands of their role and insufficient time for extracurricular, it’s increasingly common for executives to neglect the importance of building, maintaining and growing their professional network. As you may be able to tell, at Jackson Hogg, we are keen promoters of networking and the power of network. We actively encourage executives to utilise their networks when exploring opportunities. After all, these are often people with influence and who can strongly advocate. We also help individuals to build and grow their own networks. Connecting good people was the foundation on which our executive business was built and is still something that we actively drive today – both through making targeted individual connections and through our event schedule. It’s a reality that executive roles are seldom advertised. Often, a change at the board level is accompanied by a degree of sensitivity, meaning that a targeted headhunt, potentially under a non-disclosure agreement, is the preferred way of engaging interested, qualified candidates. The ease at which applications can be submitted in regard to online job postings can also create a huge task for the company or recruiter advertising the role. Assessing and replying to hundreds of interest applicants is vastly time-consuming, whilst not doing so risks potential reputational damage. This is why more and more hiring businesses are opting for a search and headhunt approach to the market, or resourcing a trusted, recommended candidate through their own professional networks.”- Jon Carlile (For more info get in touch – Jon.carlile@jacksonhogg.com | https://www.linkedin.com/in/joncarlile/).