Contained Search
Our flagship solution for executive and leadership recruiting applications
Contained Search…the story behind the service
Greywolf’s search practice was founded in 1992 by technology talent acquisition professionals, dedicated to the definition and delivery of a new class of search service.
Our vision was to introduce a search service that would outperform all existing retained and contingency search services on a performance-for-cost basis, while eliminating their respective downsides from the equation.
Essentially, we created the search service we always wanted to buy, but could never find, when we held corporate talent acquisition roles.
Contained Search was born; a high performance retained search service featuring exceptional accountability and performance guarantees…but with financial terms more closely resembling those associated with contingency search services.
Through the years, Greywolf’s search team has successfully executed assignments at the executive, management, and technical leadership level. We’re not defined by the level of the searches we accept; we’re defined by their importance to our clients, and our performance against the expectations we set.
THE BEST GUARANTEE YOU’RE NOT LIKELY TO USE
Greywolf’s Contained Search service delivers personal access, connectivity, and closure beyond the hire with the best executive and leadership talent in the industries we serve:
- Semiconductors
- Computation and Communications Systems
- Algorithmic Sciences/Software
- Renewable Energy
- RF/Wireless
- Optical
- Professional Services
Better By Design
Shared Financial Responsibility
While we do require a retainer to commission a search, typically less than 1/3 of the anticipated placement fee for the assignment, that’s the only payment we require until after we’ve filled the search.
By sharing the financial responsibility for the success of the search with our customers, we create a mutual commitment to the success of the search. We believe this dynamic is a driving force behind our historic fill rate, which has stood between 80-85% since 1992.
Open Box Process
Greywolf has always worked in partnership with our clients. As a result, we review our targets, both companies and prospective candidates, with our clients before we start the recruiting effort.
As the search progresses, we provide our clients with status reports, illustrating the status of every prospective candidate we’ve identified. In cases where the candidate has decided not to pursue the opportunity, we even tell our clients why.
Our unmatched level of transparency assures that, with Contained Search from Greywolf, you’ll always know exactly the level of success we’ve achieved to date.
Success Criteria Driven
While every client differs in regard to the behavioral and cultural anchors they look for in candidates, the one thing every client wants is to hire someone who’s displayed the ability to deliver the critical value associated with the position we’re filling.
Greywolf refers to this required value as the Success Criteria for the position; the things a hired candidate must be able to achieve or deliver in the first 6-18 months on the job in order to be viewed as a success.
We use the Success Criteria defined by our clients to help determine what companies and prospective candidates we target, as well as the quality of the match with the individual candidates we present.
While other firms have moved to this candidate evaluation methodology over the past decade, Greywolf has used this approach to our clients’ advantage since 1992.
High Touch Candidate Communication
Every competent search firm discusses compensation, relocation, immigration, and logistical challenges with candidates before submitting them on a search, because the worst thing a search firm can do is to introduce a great candidate who can’t be closed.
However, a single qualification call doesn’t build the basis for true personal connectivity.
Greywolf search consultants make and take the time to get to know our candidates on a personal level, to better understand the “whys” driving their beliefs and behavior throughout the search process.
We believe recruitment is an analog process, optimized by verbal communications between people. While we certainly use digital technology when there’s a need for speed, our first preference is always a conversation.
By maintaining direct communication with our candidates and clients, Greywolf’s search consultants are positioned to help all parties maintain optimal transparency, as we work toward, and through, closure.