What to Expect When You Hire a Search Firm
Hiring is hard. Building the right team takes time, insight, and alignment. That’s why many high-performing companies turn to search firms—not just to “fill a role” but to accelerate outcomes. But expectations matter. If you’re thinking about working with a search partner (or already are), here’s what to expect—and what you should be prepared to bring to the table.
1. Clarity on Process, Ownership, and Purpose
Before the first résumé is reviewed, there should be a shared understanding of the process, timelines, and responsibilities.
You should expect:
A structured kickoff process
Defined communication cadence
Transparency about who’s doing what and when
But it's not just the firm's job to be clear. Hiring managers should come ready to discuss mission, leadership style, and how this role helps advance company goals. The best candidates want to know why the position matters and how it fits into the bigger picture.
2. “ASAP” Is Not a Start Date
Urgency is fair. Unrealistic timelines are not.
Expect your search firm to move fast—without compromising on fit.
Also:
Be honest about your process
Be realistic about start dates
Align on candidate availability
Strong candidates often need to give notice, wrap up projects, or relocate. Build that into your timeline and avoid unnecessary frustration.
3. Expect Insight, Not Just Resumes
Anyone can forward LinkedIn profiles. A true search partner delivers market intelligence, narrative alignment, and strategic hiring support.
You should expect:
Real-time data on compensation and candidate behavior
Input on how your role stacks up in the market
Guidance on structuring the job to attract the best-fit talent
4. Candidates Care About the “Why”
Great candidates aren’t just chasing titles or paychecks—they’re pursuing a story.
Come prepared to discuss:
How the role fits a candidate’s career narrative
How your team leads, communicates, and develops talent
How this hire helps you hit your goals and the company’s
If you can’t sell the mission, you’ll struggle to attract mission-aligned talent.
5. Commit to Feedback—Fast and Honest
Silence kills momentum. Great hiring requires decisions.
You should commit to:
Timely feedback (within 48 hours is ideal)
Quick “no’s” to keep things moving
Open communication when internal priorities shift
Candidates who don’t hear back tend to disengage—and talk about it.
6. You Don’t Need a Vendor. You Need a Partner.
The best firms don’t just fill jobs—they help build companies.
You should expect your recruiter to:
Be a steward of your brand in the market
Tell you hard truths when needed
Protect your time by pre-vetting for both skill and culture fit
If you see your search firm as a necessary evil, you're probably working with the wrong one.
What the Oxenham Group Believes
We don’t drop résumés and hope for the best. We embed ourselves in your business, protect your brand in the market, and identify the people who can move your mission forward. Hiring should never feel like guesswork or chaos.
You should expect more—and we’re here to deliver.
Ready to rethink recruitment? Let’s talk.
info@oxenhamgroup.com
605.610.1717