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From Chief People Officers (CPOs) to Chief Human Resources Officers (CHROs) and beyond, we specialize in recruiting top-tier talent for a diverse range of HR roles.
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Our process uses meticulous research, comprehensive screening, and a personalized approach to help you identify the perfect match for your firm's unique needs.
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We provide HR search serving all industries, including technology, healthcare, financial services and more. Here are examples across many sectors.
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In the frequently changing landscape of HR, staying abreast of the industry is paramount. One notable trend in executive recruiting is the increasing emphasis on diversity, equity, and inclusion (DEI) initiatives. Organizations are prioritizing the recruitment of diverse talent to drive innovation and deliver sustainable growth. At the same time, the role of the CHRO or Chief People Officer is evolving to play an increasingly strategic role in the organization.
Additionally, the rise of AI in HR and other HR tech trends, as well as remote work and hybrid models, have expanded the skill sets required by People leaders and also reshaped the executive hiring process, necessitating adaptability and agility from both candidates and employers.
For recent trends in HR leadership, read our Blog.
Frederickson Partners boasts a leading brand among top search firms, as recognized by LinkedIn’s Talent Brand Index. Our esteemed reputation within the HR community enables us to forge enduring relationships with industry-leading HR teams and executives. By leveraging our extensive network, we connect talented professionals with opportunities that propel their careers to new heights.
As pioneers in Human Resources management and roles, we offer comprehensive retained HR executive search services. Whether you require assistance in recruiting a CHRO, Chief People Officer, Head of HR, or leaders of Talent Management, Total Rewards, or Organizational Development, our dedicated team possesses the expertise to exceed your expectations.
Serving key metropolitan hubs and tech centers such as New York City, San Francisco, Silicon Valley, Nashville, Seattle, Los Angeles, Atlanta, Boston, Chicago, Dallas and London, Frederickson Partners, a Gallagher company, boasts a global presence. Our expansive network and localized expertise empower us to seamlessly navigate diverse markets and deliver unparalleled results on a global scale.
Here are some frequently asked questions about how executive search differs from typical recruiting, how it works, and how it can help your organization.
Executive search firms are teams of specialized recruiters who look for high-level candidates for top positions within companies. In 2024, these firms leverage advanced technology, such as AI and data analytics, to identify and engage top talent more effectively. Additionally, they are increasingly focused on diversity and inclusion initiatives, aiming to provide clients with a diverse pool of candidates.
Consultants from executive search firms have a wide range of personal contacts in specific industries. They have expertise about a specific field that helps them find exactly who they are looking for. After collecting a group of potential candidates, they sort through them and conduct thorough interviews, enabling them to choose a few top people to bring to their clients.
An executive search firm specializes in permanent, direct placements at the executive level of employment. They help fill upper management positions at companies, usually for six-figure salaries and above. In contrast, traditional recruiting agencies typically focus on temporary, entry-level, and mid-level positions.
In a retained executive search, the search firm charges an upfront amount to carry out the search. The search is also done on an exclusive basis, so that no other recruiting firm is working on the search. This model ensures that the search firm dedicates its full resources to finding the best candidates for the client.
A contingent search firm operates on a “no-win, no-fee” basis, meaning they only receive payment if they successfully place a candidate with the client company. While both retained and contingency searches aim to fill executive positions, a retained search offers several advantages, including greater focus and research throughout the search process, in-depth candidate assessment, and a commitment to delivering top-choice candidates.
While many companies have the ability to hire executives independently, finding the right talent can be challenging. Executive recruiters have extensive networks and expertise in attracting passive candidates who may not be actively seeking new opportunities. In 2024, with the job market becoming increasingly competitive, companies are turning to executive search firms to gain access to top-tier talent.
The process of an executive search includes an in-depth assessment of the executive role’s requirements, evaluation of the organization’s gaps and opportunities within a function, preparation for interviews, ongoing reporting and open communications, offer negotiation, and onboarding consulting.
Our executive search process integrates innovative technologies to streamline candidate identification and assessment.
Maintaining confidentiality during a search is crucial for some organizations. Executive search firms can conduct searches discreetly, ensuring that job openings are not publicized and that the organization’s identity is kept confidential during outreach to candidates.
Working with an executive recruiter increases the likelihood of discovering job opportunities that align with your skills and career goals. Recruiters have access to exclusive job openings and can provide valuable insights and guidance throughout the job search process.
Join our network of Candidates here.
The search process and experience provided by executive search recruiters do not differ across functions.
However, HR recruiters specialize in filling many types of HR executive roles including Chief Human Resources Officers (CHROs), Chief People Officers (CPOs), and leaders in areas such as Diversity, Equity and Inclusion (D&I), Talent Acquisition (TA), Total Rewards, and HR Business Partners (HRBPs). These leaders play a crucial role in driving organizational strategy and fostering a positive workplace culture.
“Frederickson Partners has been absolutely terrific. The breadth and caliber of talent that they were able to attract was outstanding. Overall, I found it was a really productive and terrific working relationship.”
Skip Schipper / SVP of HR (Former)
“Frederickson’s knowledge of the market made this experience a standout. Your team had extensive involvement with my leadership team, the depth of people in the pipeline was great and the weekly reports were excellent. Thank you for really helping us accomplish our objectives!”
Scott Cutler / CEO
“The candidates themselves were exceptional - I am really impressed with the slate that Frederickson has put together. Valerie's support has been unwavering. And I really mean it - the Frederickson team is just excellent!”
Bryan Power / CHIEF PEOPLE OFFICER
Frederickson Partners, a Gallagher company is a market leader in retained executive search since 1995. As one of the top-rated HR executive search and C-suite recruiting firms, we have expertise in placing Chief People Officers, Chief Human Resources Officers, Chief Diversity Officers, Chief Financial Officers, Chief Legal Officers and many other senior leaders. We draw on a broad network of rising and established executives and leaders, and a 28-year reputation as a talent acquisition and HR Advisory provider.