As we move deeper into 2021, our ramping economy is slowly turning the spigot and companies are starting to fill executive roles again.
In one survey, 80% of C-suite executives indicated they felt the pandemic had actually revealed their organizational strengths, and were optimistically focusing on long term growth rather than immediate survival strategies. Growth comes in the form of expansions, new projects, products and services. That often means new executive positions need to be filled.
It’s a hard time to find qualified executive talent.
The pandemic put a number of projects on hold. It put some C-suite executives out of work. Others simply retired, not having the interest or energy left to “pivot”. It made others who would normally consider switching positions decide to play it safe. Remote work changed executive perceptions of productivity. These factors put pressure on the talent pool. During a time when we now see an increased need for executive talent, finding qualified people is more difficult than it was just a short year ago.
Maybe you have experienced explosive growth and need to add to your C-suite, or maybe you have a sudden vacancy. Either way, you need to find the right person to fill the role as soon as possible.
You may consider launching an executive search, or hiring an interim executive to address the immediate gap until you find a permanent solution. Maybe you do both.
Imagine having a qualified replacement to fill the vacancy tomorrow morning, and then launching your executive search shortly thereafter with the same firm.
Most commonly, interim executive placements and executive search are at best angry siblings – two separate and distinct activities that may be done by the same company trying to solve the same problem.
What if you could have the best of both worlds?
But what if these were combined into a single, coordinated effort? What if your interim executive actually played a key role in the permanent search?
Imagine having a qualified replacement to fill the vacancy tomorrow morning, and then launching your executive search shortly thereafter with the same firm.
No pressure, no conflict of interest, no inefficiency, no gaps – just a strong and seamless partnership toward a common goal. That’s what is best for our clients.
We only recently figured this out ourselves, and decided to make it a core part of the NextLevel value proposition.
A better way to conduct executive search is only a phone call away.
Here is how it works: One month into an interim engagement, we launch an executive search to find a permanent executive for the role. Working with your leadership team and the interim executive in seat, our Executive Search team conducts an extensive search to surface the best talent available in the marketplace. Meanwhile, our interim executive successfully manages the function – and learns more about it every day.
After the permanent hire is selected and onboarded, the interim executive remains just long enough to facilitate a smooth transition.
A reasonable investment and a great outcome. That’s NextLevel.
Contact us today and get the help you need now.