Search Firms

Table of Contents

How do we hire a search firm?

Upon making the decision to use a search firm, hiring managers should ask for proposals from at least three (3) search firms and check at least two (2) references from each of the potential firms. This will provide needed feedback to ensure the integrity and track record of search competency and diversity of applicant pools.

What documentation is needed?

  • It is the policy of the University that the use of any outside search firm requires three (3) proposals be submitted and considered before a decision can be made.
  •  Once a selection has been made, the hiring manager will provide a justification memo explaining the selection of the firm, along with all proposals, to Procurement Services via a requisition in Kuali.  Procurement Services must approve the selection of the search firm prior to issuing a purchase order and engaging the search firm.  

How is the University's commitment to diversity included in this process?

The hiring manager is expected to review the candidate pool to determine whether it is adequately diverse and, if not, they should consult with the search firm to consider extending the scope of recruitment efforts to obtain additional diversity. The University is the owner of all applications/resumes submitted to the executive search firm. Ultimately the hiring manager/search committee will be responsible for completing selection documentation on the candidate chosen for hire and supplying reasons for non-selection on all other candidates who were referred or sourced through any method of outreach.

How do search firms charge for their services?

  • Contingency firms usually work for a percentage of the first-year total cash compensation and generally focus on mid-level to lower-level positions. Contingency firms, thus, do not receive any compensation for services unless they are successful in placing a candidate.
  • Retained firms work on a retainer basis; that is, there is an up-front fee that is paid whether or not the firm successfully fills a position. The fee is based on the anticipated salary of the position. Retained firms generally handle higher-level and executive-level positions.