Executive & Professional Search
Clients of all sizes and industries retain CCI to help them fill critical roles, from the managerial and leadership levels through to the C-suite.
Secure the talent you need to move your organization forward
In today’s complex and competitive market, acquiring top-tier talent is more challenging than ever before. Having a trusted partner to help identify and secure the best possible talent increases speed and quality of the search process.
Executive and Professional Search Expertise
Clients engage CCI Consulting’s executive recruiting team when their talent need is mission critical, time sensitive, beyond the capacity of an overburdened internal team – or all three. We are an executive search firm that provides customized retained executive talent search services on a national scale across a broad spectrum of disciplines and industries. Organizations rely on CCI Consulting’s executive recruiting experts when the search is for managerial and leadership levels, C-Suite leadership positions, and certain other complex or confidential searches.
As an executive search firm, we recognize that each client, culture, team dynamic, and business challenge is different, so our executive recruiters approach every search as a unique project. Understanding and appreciating the unique elements of each client’s circumstance and culture ensures that we deliver qualified candidates with the right competencies, motivation, and fit.
Need Help Filling a Business-Critical Role?
Let’s discuss your hiring need and how the search strategy and talent mapping process created by our C-level recruiting headhunters can help you secure the talent that fits your business need. In addition to assisting with your executive and C-level recruiting needs, CCI Consulting is an executive search firm that can also assist with pre-hire assessments, executive onboarding, and much more. Contact Us to Learn More.
A world class technology services organization was experiencing a leadership restructure in the Information Technology Group and had a critical need for combined talent management services. They retained CCI Consulting to conduct an executive search to identify and secure a progressive Information Technology Leader as well as provide Career Transition support to their outgoing IT leader. Within our client’s structure, the IT leader plays an instrumental role in optimizing the partnership of the IT Organization with the business. The client was seeking a dynamic and proven industry professional who would lead the planning and implementation of enterprise information systems, aligning and exploiting technology for the advantage of the organization to lead the digital age. The role needed a visionary who was grounded in state-of-the-art technology; a leader committed to collaborative relationships; a business partner who was passionate about creating pragmatic solutions; and a mentor and coach who inspires others to continually improve, create, and innovate.
After conducting a thorough intake session with the client that identified the experience, competencies, motivation, and cultural fit necessary for success, CCI mapped out a national search strategy. Our research initiative “mapped the market,” identifying companies of similar industry and complexity and individuals whose backgrounds closely aligned with the client’s specification. A comprehensive outreach campaign followed, which included marketing and networking the opportunity to engage the right candidates. We provided compelling information about the company and opportunity along with career management guidance. Seriously interested candidates were then carefully assessed against all factors for success to assure they met or exceeded our client’s need.
Through a collaborative partnership with our client and our internal team’s focused efforts, CCI successfully completed the search within the client’s aggressive hiring timeline. Within a six-week period, the initial slate of candidates was fully vetted and introduced to the client. The hired candidate was a candidate in this initial group. After successfully securing their IT leader, CCI was retained to attract and secure three additional leaders, (VP, Marketing; VP, Commercial Business; and VP, Litigation and Employment Law), all of which had successful outcomes.
A dynamic and growing private equity-owned, multi-site health services organization needed to identify the successor for a highly regarded, long-term member of the leadership team. Within their shared leadership culture, they needed a true strategic business partner to take a sophisticated approach to building organization leadership. The Chief Human Resources Officer needed to be capable of developing technical expertise in key areas of human resources; advancing HR programs and objectives that maximize the investment in employees; and aligning HR initiatives with the organization’s financial and operational goals. The role required a proven, insightful, collaborative, and empathic human resources leader committed to developing a high-performing and engaged workforce amongst the client’s nearly one thousand employees. The incumbent CHRO had provided a firm retirement date and our work needed to align with that established timeline.
CCI partnered with the senior leadership team to gain consensus on the targeted candidate profile, which included having either “first-chair” HR experience; or “second-chair” experience if they operated autonomously. While the client would have considered a promising, high-potential candidate, the challenges of the role required a proven leader who could step right in. Through a collaborative approach, it was agreed that the search would not only focus on the healthcare services sector but also other industry experience we felt was transferrable. We conducted a national search with primarily a local or regional focus. Candidates with a broad range of experience were identified and contacted. Through a comprehensive assessment process, we narrowed the candidate pool to not only the most qualified but also the most likely to thrive and succeed in the role and environment.
A shortlist of candidates was submitted within the anticipated six-week timeline and candidates moved through to final interviews. At the conclusion, there were reservations about candidate style and alignment with the private equity leadership team and additional candidates were desired. We proficiently delivered another full slate of candidates for consideration. Six were interviewed and two finalists emerged, making a tough decision for the client. The selected candidate accepted the offer which we had pre-closed. The start date was more than a month before the retirement date of the incumbent and a smooth transition of HR leadership occurred. The client was very pleased with both the outcome and the collaborative partnership we provided. The hired candidate provided 20 years of experience in varied industries, including the healthcare, hospitality, and services sectors, and had successful experience in entrepreneurial settings, which fit well with the private equity leadership team and organizational direction.
A privately owned, $15M hospitality and retail organization needed to find an accomplished Chief Executive Officer to succeed an incumbent who had decades of successful history with the company. The client sought an executive with strong overall industry experience and the ability to collaborate with the first-generation senior leadership team in assuring continuity of profitable operations of all businesses. The ideal candidate would also be capable of preparing for future growth while mentoring and guiding the second-generation leadership, as that group prepared to assume a broader scope of responsibilities.
Working closely with the leadership team, who had limited experience working with a retained search partner, we helped refine the job search specifications to ensure the job profile focused on the position needed and not replacing the person. Focus was placed squarely on the hospitality and retail space to be sure that the candidates could smoothly transition into the role. We primarily targeted candidates across a local (mid-Atlantic) region. Where out-of-area candidates were considered, emphasis was placed on their motivation to relocate or return to the location of the role. Careful client and candidate management occurred on this project to make sure that communication and process was smooth for all parties. This was particularly important due to the number of client stakeholders in the selection process.
Nearly 170 candidate profiles were considered, and four top-tier candidates were submitted to the client; all were interviewed by the client. Two finalist were identified, making the hiring decision a challenge. One was hired. The new CEO brought 34 years of experience and a proven track record in growing, developing, and optimizing profitability in the hospitality industry. The successor was hired in the desired timeline and continuity was assured. The client was complimentary of the discipline of the CCI process, the caliber of the candidates, and the overall result.
The COO of the Health Department of a large metropolitan city resigned for a career development opportunity. The incumbent was a recognized leader and trusted partner to the Health Commissioner, who was respected and well-networked throughout the city. The successor would have big shoes to fill. CCI was selected for this assignment having previously been involved in a successful search engagement for the client.
The COO led a team of 60+ employees and was responsible for managing the agency’s financial, information technology, and facilities relocation infrastructure, and ensuring that that infrastructure supported the agency’s public health priorities and programs.
CCI partnered with the Health Commissioner and other constituents to identify the key requirements of the position and the competencies and experience necessary for success and the geographic scope of the project. A national search, with an emphasis on local and/or regional candidates was undertaken. The city’s process had unique circumstances and protocols that were followed. CCI’s project lead developed a strong, consultative relationship with the Commissioner and was available off hours to accommodate completing priorities.
Three finalist were identified and brought through the reference checking phase. An “ideal candidate” finalist had an extended start date and CCI kept the lines of communication open with the candidate to assure engagement. The new COO quickly assimilated into the leadership team and became engaged in all areas of responsibility. The search campaign was viewed as a great success and the client has since engaged CCI for the recruitment of two new leadership searches.
A privately held, $275M manufacturer of wood specialty products needed to identify the successor for a retiring financial leader who was an integral member of the executive team and a critical advisor to the CEO. Poised for dynamic growth, the organization desired to engage and secure the next CFO, who would work in tandem with the incumbent to smoothly transition all strategic business matters and responsibilities. This national search targeted a true finance and operations leader with an MBA, proven capabilities, and a scope that included Corporate Finance, Operations, Safety and Risk Management, Information Technology, Business Intelligence, and Human Resources Management.
Working in full partnership with key stakeholders, CCI facilitated alignment around the company, culture, job brief and candidate competencies. Key near-term and long-term objectives were identified, as well as challenges and opportunities that existed for the new CFO. CCI mapped the market at a local, regional, and national level, targeting specific industries and candidate profiles. Outreach and a networking campaign were conducted to market the opportunity and engage the right candidates for the role. Candidate benchmarking conversations occurred with client to optimize efficiency and alignment.
An exceptionally talented group of candidates were evaluated, presented for consideration, and interviewed by the client. The selected candidate brought 30 years of experience and a proven track record in all functional areas required along with global manufacturing experience and a history of optimizing profitability. The successor was hired in the desired timeline and continuity was assured. The client was complimentary of the discipline of the CCI process, the caliber of the candidates, and the overall result.
Learn How CCI Can Help
We welcome the opportunity to connect and support you across a broad range of all your talent and HR needs.