I come from an Executive Search background, where a big part of my previous role was to advise Researchers/Associates on their next job move. A good percentage of my counselling clients come via my network in search and recruitment.
I have helped well over a hundred search professionals over the last 10 years. You might be struggling on how to approach a work problem, need help in getting promoted, or want to transfer to a more welcoming culture. And when all these options are exhausted, it may be time to move to completely new pastures.
My phone advice is free to all those in search, and totally confidential. Get in touch if you have something you want to talk over - anything at all, big or small.
Benchmark your salary online immediately using ChatGPT: Type into the search box: "what is the salary of an executive search researcher in [location] UK, with [no. of] years experience?" It's pretty accurate!
2 Minute Expert Interviews, 'How to become a...'
Highlights included:
Johnny Campbell who brought AI to life with an on-the-spot demo using a real search from the audience. ChatGPT conducted company research, wrote profiles, a job description and Boolean strings, found expected salaries and more.
Gabi Preston-Phypers showed the latest search tools and tricks for LinkedIn and LI Recruiter (did you know they have removed the ability to search using the *asterisk?). Who knew that Boolean could be so lively?
Theo Smith championed the positive effect of neurodiverse teams, with some thought-provoking evidence including the impact of not supporting women returning to work after having a family.
There was a panel Q&A on "Diversity" hosted by Caroline Grayson Nugent with Milimo Banji and Molly Johnson-Jones who were all thoughtful, impressive and open-minded in their responses.
Lee Holbrook talked through recent improvements in TA at Microsoft, where they can be managing up to 4 million potential candidates at any one time.
Finally Kevin Green spoke compellingly about changes he is making at First Bus, and on the widening 'skills gap' in the centre of the labour market.
I run workshops, training and coaching for research and delivery teams in executive search. All packages are individually tailored, popular examples include:
I was honoured to be asked to run a workshop at last year's conference. A few sample slides from my presentation below.
For more information and to join the ERA, go to www.theera.org
To discuss your search firm's training requirements, contact me.
Downloadable pdf giving a comprehensive overview of the industry, from past to present, including salary expectations
An overview of some of the career paths that research can lead you to (note: job titles are slightly different across the industry)
On the left is a sample entry-level CV template for getting your first role in executive search.
ChatGPT can give you a pretty good initial layout and ideas to follow (just input 'sample executive search researchers cv'), but it absolutely can't personalise this. And personalisation is KEY to a good CV. It also has to match the job description as closely as possible, including repeating key/buzzwords. So your CV should be slightly different for each job applied for.
If you need specialist help to write your CV, get in touch.
with Francesca Lahiguera of Lancor
Francesca has held both fee-earning and non-fee earning roles during her search career, and has trained hundreds of researchers (including me at one point!)
Download the PDF below for more information, and to read the story of how Francesca came up with a cunning plan (& a fair bit of nerve!) which got her her first fee-earning role.
with Ella Milward Hamylton of Milestone Research & Operations
Download the PDF below for more information, and to find out how Ella managed to convince an interviewer to invent a Head of Research role just for her.
Ella is a highly experienced search and research professional. She currently runs Milestone Research & Operations, and is a previous Head of Research, including at GatenbySanderson, where she was responsible for a team of 59.
with Erin Page, Talent Intelligence Partner at PayPal
Erin started as Researcher then became a fee-earner placing leaders at tech start-ups/scale-ups. She also managed a team of Associates.
1. What is Talent Intelligence?
My job is to analyse external market data eg about competitors, about talent pools/skills, economic trends or labour markest, globally. I then collate and report the data back to stakeholders in the business – eg recruiters, HR business partners, hiring managers, in order to influence their strategy.
2. Why did you move from search into Talent Intelligence?
I enjoyed the research, using the analytical side of my brain, learning about different topics and market intelligence. I found this fascinating rather than filling roles. TI is much less pressurized than search, all clients are internal, so understand what to expect. There are far fewer calls.
3. What does a typical day look like for you?
I usually work on 2-3 projects concurrently. I investigate different data platforms, pull out relevant figures, analyse them, conclude, and write reports for stakeholders. I have meetings with clients and take briefings from them too. Some projects are more human-insights led, on these I will interview sources in the market to gain intelligence - currently I'm doing quite a bit of this. It’s when stakeholders ask a question about a market that is unknown - they have numbers but no qualitative information.
4. The favourite/most exciting part of my job is..
Probably the breadth/depth of the assignments. They are global and across all business functions, so in all geographies and using all skillsets. No two are ever the same. Can get good depth into each area eg become an expert on customer success managers in Mexico!
5. What does the future hold?
PayPal encourage sideways moves and mobility. I could move to DE&I or L&D within Talent. Or I could stay in Insights/TA and move into Marketing and Business Analysis. Or I could focus more on People Analytics – similar to my current role but uses internal people data instead of market external data.
Ali started her career in recruitment, before moving into career coaching and leadership consulting. She is an industry legend - and was the reason that I became a career counsellor!
"My top tip is to compile an achievements database. Use a spreadsheet to log the 10 things in your career that you are most proud of. Next to each one, list the strengths, skills and competencies that you used in completing them. Now look at each using either the CAR or STAR framework [see the pdf download below left for more on both of these] and write down an example for each one. Then when you are asked a question about your strengths, skills or past experiences you will have a ready example at your fingertips.
Don’t feel that you always have to list a catalogue of successes. It’s fine to talk about a time when things went wrong, as long as you demonstrate that it was a learning experience. People quite like hearing about these, and it makes you sound humble.
Make sure that what you put in the personal profile at the top of your CV is correct and you have evidence for it. If your profile says you are highly organised, then prepare an example of how this is true. If it’s not true, take it off your CV!"
Download our pdf (below) for some more practical advice about how to approach a job interview in executive search
Feel that you're being short-changed? Our pdf (below) gives some guidance about how to successfully ask for more
Two heads are better than one. Whatever's bothering you, get in touch. Message me now to book your free 30 minute intro call or Zoom.
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