The competition for market share and the push to bring products to market faster has led to an intense war
for talent among Fortune 100s and startups alike, who now must find new, creative ways to attract the best people.
This, in turn, has shifted demand for top HR executive talent, with CEOs now hiring more strategic, sophisticated
Chief People Officers and Chief Culture Officers to help drive their talent organizations.
Frederickson Partners approach to finding the right HR executive talent combines creativity and aggressiveness
in search with compassion and warmth in building relationships among our search team, clients and candidates: a model that positions clients to win the war on talent. Our HR executive recruiters and search consultants partner with you to identify the best executives and achieve your business goals.
With deep roots and connections to all types of HR executives, both globally and
in Silicon Valley, we can short-list HR candidates immediately upon kickoff. We
know the trendsetters, rising stars, senior statesmen, MBA’s with non-traditional
backgrounds, and everybody in-between.
We build long-term relationships with our HR candidates. People operations leaders value
thoughtful, confidential conversations about their careers, not sales pitches. Because
we’ve invested time advising them, they listen when we contact them with opportunities.
Our HR-specific expertise also enables us to conduct backdoor reference
checks that other firms cannot.
As a women-owned business with three partners hailing from Berkeley, California;
Paris, France; and Hong Kong, we strongly believe that different viewpoints
create the most innovation and creativity amongst a strong workforce. To us,
diversity and inclusion is less a one-off initiative and more a
Throughout the search process, whether D&I focused or in other disciplines of HR
and Talent, we cast the widest net to ensure that your candidate slate includes
executives with different backgrounds, experiences, cultures, and beliefs
The cost of hiring the wrong person is immense. Yet, many companies don’t know how
to properly assess what they need in an HR executive. We use behavioral-based
interviews to uncover intrinsic traits, and topgrading methodology to produce a comprehensive
picture of each candidate’s personality, strengths and weaknesses, and work history.
In conjunction with our other best practices, these assessment activities allow us to target
people operations leaders, and talent and culture innovators, who are the most qualified and offer
the ideal fit for a client.
Our unique 21-point assessment evaluates:
Startup companies are focused on execution – not organizing HR systems – and CEOs
typically don’t have the time or HR domain expertise to woo and select the right
people operations chief. Should they hire someone who’s focused on strategy, culture,
talent acquisition or other factors? This is where we deliver strategic value for many
We provide guidance about scalable people operations systems and processes,
and how to create an environment that will attract and retain qualified executive HR and
People leaders. We help startups evaluate various leadership profiles, project themselves
well to the best candidates, recruit candidates with the desired strengths and build HR
teams that can scale as the company grows.
We also promote alignment among executives, board members and investors for the organization’s
HR-related strategic goals and its HR leadership requirements.
By sharing our wisdom, we help companies proactively address leadership issues and
build world-class HR teams that are agile enough to meet the demands of hyper growth and global
Clients deserve transparency, control and predictability in the HR executive search process.
We deliver it with interactive weekly search reports, timely benchmark data, compensation
market data for salary/benefit negotiations, and detailed final assessments that provide
insight into the entire search process.
We’re not just about the data. Relationships matter.
Throughout the search process, we maintain ongoing dialogue and feedback with clients
to address questions and issues. Open communication allows searches to move briskly and
ensures that selected HR candidates are aligned with company needs.
We also provide clients with a tool for tracking candidates’ reactions during interviews
and for ranking candidates post-interview. We help clients build and pre-shop offers to candidates,
and aggressively compete to win during multiple-offer situations.
In today’s hot market for strategic People and Talent executives, HR candidates often get
multiple offers and negotiations are now taking twice as long to complete.
Because we talk to similar candidates all day long, we have access to the most up-to-date
information on compensation packages, both total cash and equity trends, enabling you to stay
ahead of your competition in wooing your chosen candidate. We then pre-socialize your offer
with the candidate so that once you extend the formal offer, you know it will be accepted on
Integrating a new leader onto the executive team always comes with its challenges.
We partner with you to develop a framework for the first day, week, and month, ensuring
that your chosen candidate is optimally set up for success. For first-time Heads of HR,
we also offer an HR mentorship opportunity with a long-time trendsetter in the space,
aligning for industry knowledge and functional expertise.
SVP, The People Team
PROJECT:Head of Diversity & Inclusion
“The candidates themselves were exceptional - I am really impressed with the slate that Frederickson Partners has put together. Valerie's support has been unwavering. And I really mean it - the Frederickson Partners team is just excellent!”
PROJECT:Head of HR
“Really nice job by the Frederickson Partners team on sourcing and developing candidates. All the candidate feedback I've received about the team has been very positive from the very beginning.”