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Recruit Different

Technology Recruiters Who Recruit Differently

Recruit Different

As technology recruiters and retained executive search partners, The Good Search delivers the top performers, the game changers, and the visionaries. We believe in recruiting differently as do our clients. In fact, no other retained search firm can do what we do.

Founded by an Emmy-award-winning investigative journalist, our robust investigative approach uncovers dream candidates you never knew existed. We outperform traditional retained executive search firms, make search smarter, and give you more. That is why The Good Search is considered one of the leading technology executive search firms in the business.

What Makes Us Who We Are

When we tell you our story, we are telling you what informs and motivates our work. We believe in recruiting differently because we’ve seen it work. The top-performing leaders we recruit do legendary work. They take employers to new heights, accelerate growth, create more jobs, and produce greater prosperity. On so many levels, the greater good is simply good business.

Technology Retained Search Partners

You Deserve a Better Executive Search Experience

The Good Search believes you deserve a better executive search experience. Retained executive search firms should deliver game-changing leadership without fail. But far too often, traditional retained search partners come up short. The Executive Search Information Exchange ESIX has studied retained executive search firms for decades. Their surveys of executive search buyers have found that 40% of retained searches fail to complete.

Search Firms Should Focus on Execution

While it isn’t always the search firm’s fault, search firms hold the power to address what is within their control. They could focus on execution by investing in investigative research that goes far beyond typical candidate sourcing and recruiting. Yet, so far, to the best of our knowledge, with the exception of The Good Search, no other search firm takes research seriously enough to develop investigative expertise.

Most Search Firms Don’t Invest in Execution

And here’s the thing. Research is how search firms make good on their promises to clients. It is how search firms discover and develop top-performing candidates. When search firms under-resource recruitment research, they short-change search firm clients. When search firms fail to take research seriously, far too many executive searches fail. And, the shocking thing is this happens all the time.

We Asked What Bothered You. Then We Listened.

To design a better search experience, we asked executive search buyers, “What traditional retained search practices bother you?” Then we listed and learned a lot. We identified retained search shortcomings — the things you find so incredibly frustrating about search firms. Then, we took action.

We Eliminated Conflicts of Interest

We eliminated conflicts of interest of percentage fees in executive search firm pricing. While charging a percentage of the hired candidate’s first-year compensation is common, it creates a conflict of interest. The more a candidate is paid, the more the search firm makes. You shouldn’t have to wonder about a search firm’s loyalty. Moreover, charging a percentage decouples pricing from the search itself. We charge a simple flat fee based on the level of amount of work involved. No more. No less.

Owning a Candidate Is Weird. We Don’t Do That.

Next, executive search buyers should not have to track which firms own what candidates. Yet, because some search firms get paid for placements, those firms must tag a candidate as theirs. Client companies get stuck with all that busy work. We don’t claim ownership of any executive who moves forward in a search. In fact, we find that concept of “owning” a candidate a little weird.

Extra Search Fees? Gone.

We’ve also banished extra search fees. Traditional retained search firms charge an added fee whenever a client hires one of their candidates into a second different role. If you paid us to do the work of executive search and our work generated that candidate, then you should not have to pay us extra for making a second hire. We’re happy for you and know that will keep you coming back for more.

The Retained Search Black Box? Buh-bye.

Next, we did away with the lack of transparency. Traditional retained search firms refuse to hand over all the candidate research. They believe by doing that you have to keep using them as a search firm. They claim they are doing it to “protect candidate confidentiality”. Yet, you can still do that and share candidate profiles complete with contact information. Most employers don’t buy that explanation. Perhaps this makes more sense: a search firm’s standard refusal to share the research makes it impossible for search firm buyers to audit a search firm’s work. Pretty slick, right?

Making Room for What Really Works

Getting rid of what doesn’t work in executive recruiting makes room for what does. Founded by a former investigative journalist, The Good Search believes in the transformative power of information. Sharing human capital intelligence builds trust, invites collaboration, and makes search smarter and more strategic. Moreover, we believe you have a right to that information: you paid for it. So we give you all the research.

Next Came Our Investigative Method

Next, we innovated an investigative approach that makes executive search smart and effective. It is how we uncover top-performing candidates others miss. Traditional executive search sourcing methods and AI-enhanced solutions help, but they do not lay down the structure required for executive search excellence. Traditional sourcing doesn’t work that way.

We Map All Viable Candidates

As a result, recruiters rarely know when to stop searching for candidates at a target company because they never know whether there are more candidates to be found. Consequently, they waste countless hours looking for additional candidates that do not exist and miss dream candidates that do. So we designed an investigative approach to answer the question: have we found everyone? That method makes search wildly effective.

As We Conduct Sourcing, We Build Org Charts

As we go into target companies, we methodically map the teams where your ideal candidates are seated. We create the org chart structure that is lacking on LinkedIn. Doing so infuses every engagement with human capital intelligence for genius hires. Developing information about who reports to whom enables us to see precisely where the candidates are and are not. Additionally, viewing the number of direct reports on a team tells us when we’ve found everyone so we can move on. When there is just one direct report, we have more work to do.

You Get Dream Candidates You Never Knew Existed

Identifying the direct superior of every executive gives us laser-like precision. Our investigative approach is the key to recruiting the best of the best talent — dream candidates you never knew existed. That is the reason the world’s most powerful and successful companies in technology are clients of The Good Search.

Technology Recruiters

The Benefits of Searching Differently

  1. You discover dream candidates you never knew existed.
  2. You interview more diverse candidates for greater Diversity, Equity, and Inclusion.
  3. You hire game-changing executives so valuable that it costs you more not to hire them.
  4. You discover investigative search also produces valuable competitive intelligence.
  5. You leverage smart search for strategic competitive analysis, insights, and opportunities
  6. You trust the goodness: no conflicts of interest from a percentage fee,
  7. You eliminate the nonsense like tracking which firms “own” what candidates for fees.
  8. Your budget goes further: no extra fees for hiring candidates into other roles.
  9. You do less sourcing: you enjoy all candidate research we develop for every search.
  10. You can sleep at night. Statistically, there is no chance the search will fall short.

The Good Search made “good” our middle name for a reason. You not only deserve a search firm that is really good at what it does, but you also deserve a search firm that is inherently good. Ultimately, the greater good is good business.

— Krista Bradford, CEO of The Good Search

The Greater Good is Good Business

Gain a Competitive Advantage

Our proprietary investigative approach gives you a competitive advantage you cannot find anywhere else. We give you added reach. Like every firm out there, we access standard recruiting resources and a network of candidates who are friends of the firm. Yet, unlike every other firm, we reach beyond that network to tap little-known sources of information in the deep web — information that is not discoverable on Google because it’s tucked away in a database. That added reach is how one of the ways we uncover dream candidates others miss.

Capture Actionable Intelligence

In addition, as we recruit, we capture information that we transform into actionable intelligence. We elicit referrals and guidance from highly placed sources seated in executive positions at virtually every leading company in the industry. Those methods enable us to discover the shortest path to the best hire.

Enjoy an Exceptional Search Experience

Sure, retained search firms point to their massive databases. Yet they fail to mention they lack the expertise to harness the power of that data in any meaningful way. Yes, they will tell you they know everyone worth recruiting for your search. Yet, all you need to do is read up on Dunbar’s Number to understand knowing everyone is simply not a thing. What really matters is whether a search firm that can reach beyond its network — a search firm you can trust. We advocate for an exceptional search experience for you and your team.

Want to explore ways to work together?

Schedule a conversation with CEO Krista Bradford.

We understand we’re not the right firm for every executive search every time but we make it a practice to listen and to try to help, regardless.