Frequently Asked Questions

Executive Search Research FAQs

 

To answer your most pressing questions, we have compiled a list of executive search research FAQs — frequently asked questions.

Intellerati executive recruiting research offerings can be incredibly helpful to you and your internal recruiting team. Our team of expert executive researchers offers custom research to meet your executive search needs. 

FAQS

Of course, it is only natural for you to have questions about or candidate sourcing services. So we have compiled a list of executive search research FAQs.

If you have additional questions not answered here, please reach out and we are happy to have a more detailed conversation about what we do and how we can help your executive search.

Finally, an executive search research firm that answers your executive search research FAQs. You questions are essential to smarter sourcing. It helps Intellerati understand what is most important to you.

 

Executive Search Research FAQs

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What services does Intellerati offer?

Intellerati offers executive search research tailored to your specific needs. Typically, we conduct candidate identification and deliver an actionable list of prospective candidates with biographies and contact information. Additionally, we also develop candidates, delivering interested, qualified candidates that we have screened on your behalf. Of course, if your team is too busy or lacks the expertise, we can manage the entire executive search from start to finish. Intellerati also offers talent mapping in the form of online org charts and diversity recruiting research.

What's your geographic focus?

Intellerati conducts executive search research on the East Coast, West Coast, and at every tech hub in between.

On the East Coast, we serve the Greater NYC Area, including Connecticut, New Jersey, and New York, and the Greater Boston Area. On the West Coast, we have regularly and consistently done work in the Greater Seattle Area, Silicon Valley, and San Francisco. In between, we identify, profile, and develop candidates at companies across the United States and Canada. 

What industries and levels does Intellerati specialize in?

Intellerati specializes in technology recruitment research. Our technological expertise includes Cloud, Software-as-a Service (SaaS), Platform-as-a-Service (PaaS), Infrastructure-as-a Service (IaaS) Data Science, Machine Learning, Artificial Intelligence, Blockchain, and Cybersecurity. We also work in tech-adjacent industries, including Pharmaceuticals, (Pharma)  Biotechnology (Biotech), Financial technology (Fintech) e-Commerce, EdTech, HealthTech, as well as technology used in travel and hospitality. In other words, Intellerati stands at the intersection of business with technology.

If you have positions to fill from the Vice President level on up to C-level roles, that’s what we do.  We actively conduct candidate sourcing and, if needed candidate development for Vice Presidents, Senior Vice Presidents, Executive Vice Presidents, and CXO roles such as Chief Operating Officer, Chief Technology Officer, and Chief Information Officer. We also develop research for divisional CEOs, General Managers, and Managing Directors. 

How much does Intellerati cost?
Intellerati charges a flat fee based on the amount of work involved. We do not charge by-the-name or by-the-hour. Our flexible pay-as-you-go retainer ensures that you only pay for the amount of recruiting research work you need: no more, no less. To learn more, check out our Pricing page. As for value, we speed time-to-hire and help ensure the success of search engagements and diversity recruiting initiatives. In many ways, our ROI is priceless.

How long is the average engagement?

How long the engagement will last depends on the scope or size of the engagement. Frequently, our engagements last between one and three months. We also offer longer-term RPO engagements from 4 months up to one year at a time. Those engagements give clients the opportunity to save more and to have our team provide support for different strategic recruitment initiatives as needs shift. In other words, we become a seamless extension of your internal team.

Do you have your own database of candidates?

Yes, Intellerati has a proprietary database with more than 75,000 candidates. Our exclusive data includes extensive talent mapping of major technology companies.

Although the Intellerati database provides us easy access to information about leading executive candidates, we conduct fresh research for every search engagement addressing the client’s specific needs.  In other words, to ensure confidentiality for every client, we never sell existing research. 

Can you get me contact information for candidates or sales leads?

Yes, all of our candidate profiles come with available photos, biographies, contact information, and relevant links. 

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How is Intellerati different from a retained search firm?

Traditional retained search can be riskier and more expensive. On average, 40% of all retained search engagements fail to complete. Additionally, the large retained search firms usually charge engagement fees in excess of $150-thousand per search.

Intellerati is a retained search firm alternative. Our recruiting research resembles the work of retained executive search firms. However, Intellerati is designed to power up the work of your internal recruiting team. We usually focus on the front of the executive recruiting process and provide an actionable list of prospective candidates with complete biographies and contact information. Or, we also can provide an actionable list of interested, qualified candidates. Moreover, when a corporate recruiting team lacks the bandwidth or necessary expertise for a highly technical search, we frequently manage the entire executive search from start to finish.

Why does Intellerati focus on sourcing passive candidates?

The term “passive candidates” refers to candidates who are not actively seeking a new job. When you post a job to attract “active candidates”, many applicants are unemployed or even disgruntled workers. Additionally, many applicants ignore the requirements of the job to which they are applying. As a result, companies are inundated with applicants who are not qualified. Often the yield of qualified applicants for a job posting is 1-3%.  Moreover, you leave the results up to chance, hoping that the ideal candidate spots your posting and is seized with the impulse to apply. Targeting passive candidates is far more efficient and effective. It enables us to identify and, if needed, qualify the best-of-the-best, closing searches faster with top-performing candidates. 

How does Intellerati work with our internal recruitment team?

Intellerati is designed to help corporate executive recruitment teams to speed time-to-hire. Often, Intellerti is called in to provide an actionable list of candidates at target companies with biographies and contact information. The corporate executive team then does the outreach and recruiting. Other times, we qualify candidates as well, handing off interested candidates to our clients to move the candidates through to hire. Furthermore, we provide progress reports and meet with our clients over the course of the engagement. We share the research to inform discussions around our ongoing strategy to maximize the impact of our work. 

Can our company add our "own" names to Intellerati’s search process?

Yes. In fact, we make it a point to ask internal recruitment teams for the list of candidates they have already considered or recruited. We do that to avoid wasting time revisiting the same candidates. We also analyze the client’s list to identify holes in the research. That is often how we uncover dream candidates others miss.

Do you have a retained search option?

Yes. Our retained executive search branch is The Good Search

Talent Mapping and Org Chart FAQs

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What's so different about your candidate research?

Intellerati performs investigative sourcing research by reaching beyond LinkedIn. While LinkedIn is an acceptable starting point, we tap little-known databases and myriad sources of data across the Internet. We apply an exacting methodology that enables us to uncover candidates you never dreamed existed. Founded by an award-winning investigative journalist, our research expertise is unparalleled. It’s our secret sauce.

What are organizational charts?

By definition, an organizational chart is a graphical depiction of a company’s reporting structure: who reports to whom from the Chief Executive Officer on down. In one glance, an org chart shows you where the talent is located through the company’s structure — the divisions, departments, and teams. It shows you the talent distribution geographically. Because an org chart is closely held information, it is a form of competitive intelligence. It has to power to reveal unannounced products in development, new business units, and divisions that are being shuttered. To learn more, check out our Definitive Guide to Org Charts

How do you make organizational charts?

Piecing together an org chart takes real investigative research. We develop confirmed reporting relationship intelligence and then draw inferences based on title hierarchies and other clues. Then, we attempt to represent the org chart visually in a way that makes sense. Many companies are highly matrixed, making mincemeat out of reporting structures. Other companies are incredibly flat with shape-shifting development teams that go from project-to-project every few months. Companies continually morph. That is why our org chart will never be a literal duplication of a company’s employee structure. Still, the work is an incredibly valuable form of competitive intelligence that informs strategy, recruitment, marketing, sales, and much more.

How do you make organizational charts?

Piecing together an org chart takes real investigative research. We develop confirmed reporting relationship intelligence and then draw inferences based on title hierarchies and other clues. Then, we attempt to represent the org chart visually in a way that makes sense. Many companies are highly matrixed, making mincemeat out of reporting structures. Other companies are incredibly flat with shape-shifting development teams that go from project-to-project every few months. Companies continually morph. That is why our org chart will never be a literal duplication of a company’s employee structure. Still, the work is an incredibly valuable form of competitive intelligence that informs strategy, recruitment, marketing, sales, and much more.

How are organizational charts used?

Org charts have many uses. Many of our clients use org charts for executive search, competitive intelligence, and sales.

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