Building an AI executive team is among the most demanding hiring challenges in the current market. Fewer than 2,000 executives globally have the VP-level AI leadership experience organizations need. The best candidates are not on LinkedIn. Intellerati’s investigative research finds them.
The environment has shifted. AI is screening candidates before human eyes ever see them. Precision hiring has replaced the hiring sprees of 2021. And 45% of employers report struggling to find qualified candidates even in a market where employers hold more leverage than they have in years. The result: executive recruiting has become simultaneously more competitive and more consequential. The organizations that fill critical roles fastest share one advantage — research. Here are ten ways to build it into every step of your search.
MLB Baseball executive Billy Beane figured out that everyone was measuring the wrong things. Nate Silver figured out that a model is only as honest as the inputs feeding it. In an era of AI-generated LinkedIn profiles, keyword-optimized resumes, and synthetic work histories, those lessons have never mattered more to executive recruiters. Here is what they add up to.
Retained search fails to complete 40% of the time. Contingency search abandons searches that take too long. Job postings flood you with unqualified applicants. A recruiting research firm solves all three problems — and delivers competitive intelligence your other search options never could.
Satya Nadella opened Hit Refresh with a cartoon org chart that showed Microsoft’s divisions pointing guns at each other. Then he reorganized the entire company around what it revealed. Org charts show you how a company thinks about itself — its strategy, its culture, its priorities, and its vulnerabilities.
A Fortune 100 technology company needed a world-renowned technologist hired in 53 days, near the Arctic Circle, for a product so confidential we could not tell candidates what the role was, what the product was, or who the company was. The only thing we could pitch was the intrigue. Here is how Intellerati delivered.
A Fortune 100 technology company needed to find the technologists building the next generation of products around its breakthrough technology — and move on them before competitors did. The targets were partly invisible: pseudonymous online communities, secretive development teams, and stealth startups. Intellerati mapped the entire ecosystem, identified the talent worth recruiting, the teams worth lifting out, and the companies worth acquiring before anyone else consolidated around them. The return on investment was worth tens of millions, if not hundreds of millions of dollars.
You can crush candidate sourcing and do it faster with AI. But no matter what candidate sourcing tools you use, they have blind spots. AI indiscriminately discriminates. So to excel at sourcing, talent acquisition must meet the moment and provide AI guardrails.
A Lesson in Investigative Research and the Power of Data An investigative reporter at the Atlanta Journal-Constitution proved something that no interview, no anecdote, and no amount of firsthand testimony had been able to establish:…
Target company org charts make executive recruiting ridiculously easy. You stop wasting time and missing candidates on LinkedIn.
