Executive search firms are a common fixture in boardrooms because as you already know, a bad hire costs your company more than a good hire can ever earn. That’s a shocker, but it’s true. Also true is that a good hire is relatively meaningless if that person doesn’t stay with your company. That’s why we promise we can find an exceptionally good hire for you, and one who will stay with you or we will not accept your project.
Because what we really want to know is: which executive out there is made for your company? Who is your professional soulmate, the “one” who can sit comfortably at your boardroom table and not miss a beat, just like he or she had been there from the beginning? That’s the type of hire I’m looking for. In fact, if we don’t deliver, you don’t pay. That means you get the right person for the right job — and someone who’s in it for the long haul.
That’s why we tie 65 per cent or more of our fees to finding exactly the right leaders and visionaries you need to achieve your potential. It’s one of the main reasons we have a 99.54 per cent retention rate and The Wall Street Journal nicknamed me “The Rogue Recruiter“.
How can Perry-Martel make an offer that no other executive search firm anywhere can match?
The answer is simple: Results.
We always deliver.
Because every executive search project is very much like arranging a marriage—an economic marriage. It requires mutual respect, transparency, maturity and the near-certainty of a good fit on both sides. The goal isn’t simply to fill the position. It can’t be. Otherwise I’ll end up having to do the same search six months later, and that’s not something I particularly enjoy.
In 27 years, only two of our projects have ever been halted, and those were because of the client’s business reasons. Perry-Martel always succeeds because we’re not like other executive search firms. We re-invented executive recruiting back in the late 80’s by putting the focus precisely where it belongs — on your company’s needs today, and your potential tomorrow.
But how are we different?
First: “It takes one to know one,” as the saying goes. We know exactly what to look for, where to look, and how to persuade the most desirable candidates to be interested your firm. Leadership searches are all we do. We’re leaders, hiring leaders, in sales, marketing, finance and engineering.
Second: while other recruiters only look for what’s out there, we look for the best possible candidate for your company. If we find him or her working in another company, we’ll go to extraordinary lengths to convince them that they should work for your company instead.
Third: we’ve developed a rigorous, comprehensive recruitment methodology that thoroughly defines an executive position’s technical and functional requirements, the skills and experience necessary for success, and the personality and behavioral traits that determine team chemistry and organizational fit.
And we guarantee our work for one full year.
Even if your company isn’t considering recruiting executive leadership, I strongly encourage you to call me at 1 (888) 432-3477 OR 613-236-6995 to learn more about how Perry-Martel can help your company more quickly achieve its potential.
The future is in your hands,
PS. Our track record conducting executive search projects was one of the reasons I was asked to write two new books on recruiting and executive search; ‘Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition’ (John Wiley & Sons, 2016) and ‘Executive Recruiting for Dummies’ (Dummies Press, 2017).