Executive search

There has never been a greater opportunity for finding exceptional talent and making critical key hires.  In today’s extreme competitive environment, outsourcing the recruitment process for key positions is a must.  While there are many options and search firms available, we believe we have a unique value proposition to deliver ongoing value to any organization—large or small.  

Business First - Before we launch a new search, we spend an above-average amount of time by first gaining a deep understanding of our client’s business, including strategic focus, competitors, metrics, culture, and overall current environment.   From here, we develop the specific candidate profile, i.e., attributes, expertise, and experience required to best meet our clients’ needs.  We refer to this as our “must-haves”.

Tight Scope / Deep Research - We keep the “must-have” scope of each role extremely tight; as a result, we spend more time in research than what would normally be required.  The research process doesn’t stop once candidates are in process… it continues until a successful candidate begins the offer process.    

Reputation - Clients have often said “CXO doesn’t provide us the most candidates; they provide us the most qualified candidates…candidates we want to know and hopefully hire… and, we know when CXO brings a candidate to the table, it’s going to be a candidate that makes it through the process to the end.”  CXO prides itself on earning this reputation time and time again over the past 10 years. 

Diversity - Our overall diversity track record is statistically proven, and CXO has been established as one of the “go-to” firms when looking for talent diversity.   

Culture - Just as we spend an 'above-average' amount of time on understanding the business and conducting research, we also invest strongly in understanding the culture and chemistry of the existing leadership team to ensure the best possible match for future success.  While many candidates may meet the needs of the business profile—without a cultural fit, ultimate success can be challenging.  

Operational Experience - As former executives, we understand the positions from true experience, and as a result, much of the screening comes from our own time in the field. We believe this enables us to screen more efficiently and improve the overall productivity of the search.