WHAT WE DO

We provide the insight companies need to make the right decisions about who to hire to improve the performance of their most important leadership teams.

Executive Search

Retained executive search is the primary offering by The Loring Group sourcing leadership candidates for our clients. Each search is conducted in its entirety by a senior partner and supported by our in-house research team.

Considerations for

Retained Executive Search

It is crucial to hire the most qualified person, not just a qualified person.
You want hundreds of highly qualified candidates screened for each hire, versus dozens you may see if you try and do-it-yourself.
You do not have the time or resources to do the search yourself.
You want the executive team focused on running your business, not getting bogged down looking for potential candidates.
You want the value associated with timely hiring.
We complete searches like these in 60 to 90 days, which will provide you the team needed to generate maximum impact this year and beyond.
Key deliverables for Executive Search:
  • Meet with client and investor stakeholders to define the position profile

  • Creation of search planner with key milestones for client and TLG in the search

  • Draft the job specification and gain consensus with stakeholders

  • Define target companies and industries for ideal candidates

  • Identifying and engaging with potential candidates

  • Qualifying and interviewing candidates

  • Weekly status reports and update calls

  • Custom TLG executive assessment administration

  • Candidate finalist’s presentation

  • Client interview scheduling and management

  • Reference checks

  • Offer pre-qualification and management

  • Closing your preferred candidate

  • Candidate on-boarding and ongoing support

Our project-based recruiting sits in-between retained and contingency from a pricing and terms perspective, but gives you a dedicated team HUNTING for hard-to-find candidates on your behalf similar to retained executive search.

Project-Based Recruiting

Similar to retained search, but for multiple individual-contributor and management roles when your talent acquisition team needs additional support. Each project is led by a senior partner and supported by our in-house research team.
Key deliverables for Project-Based Recruiting:
  • Meet with stakeholders to gain consensus on key attributes of position profiles

  • Creation of search planner with key milestones for client and TLG

  • Define target companies and industries for ideal candidates

  • Identifying and engaging with potential candidates

  • Qualifying and interviewing candidates

  • Weekly status reports and update calls

  • Candidate finalist presentations

  • Client interview scheduling and management

  • Reference checks

  • Offer pre-qualification and management

  • Closing your preferred candidate

  • Candidate on-boarding and ongoing support

Considerations for

Project-Based Recruiting

You have a number of critical non-executive roles that need to be filled.
Talent acquisition and contingent recruiters may not be able to fill them with the quality of candidates desired when needed.
These positions are competitive and good candidates are difficult to find.
The ideal situation would be to have a team of dedicated search professionals HUNTING for hard to find candidates on your behalf.
You have other important openings Talent Acquisition needs to fill.
Augmenting Talent Acquisition for a season would be good to make sure the most critical roles are filled, and others are completed too.
The Loring Group

505 Montgomery Street, Suite 1100 San Francisco, CA 94111

Tel. 415-941-2530

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