Experience

For over 20 years, we’ve been
bringing in the best talent.

Our capabilities extend across a broad spectrum of industries with a focus on
completing hard-to-fill, critical roles in a time-sensitive manner.

“If you have the right people on the bus, the problem of how to motivate and manage them goes away.”

—Jim Collins, Good to Great

Case Studies

Trust the Process

Title: Director, Collections and Recoveries

The role had been open for nine months when we were called in to assist.

With zero experience in the industry and zero candidates in our database, we used our process, research, and work ethic to fill the role within six weeks. The candidate is still in the position and is performing well.

We all have access to the same candidates, the difference between an average recruiter and a great one is how we use that access. While this business is about relationships, if we do not have a relationship, we build one from the initial point of contact.

Hedberg’s Take: While this business is about relationships and while we have more experience in certain industries, our process and work ethic allow us to perform in all areas with great results.

Trust the Process

Searching for the Best Candidates

Title: CCO role; Chief Compliance Officer

Company: Investment Management Advisor with $10 billion assets under management, 80 employees

The company’s former CCO gave two weeks’ notice and departed. The role was a very critical one for the company and there was no one in the company who could fill the gap. Sitting in the meeting, we knew exactly who to call and contacted him the next day. Including this contender, we presented them a total of five candidates for consideration, three of whom moved on to the final round. In the end, the initial candidate was the best fit and accepted the offer within 8 weeks of the start of the assignment.

Hedberg’s Take: Even when we know we have a perfect fit for the role, we will still present you with additional strong candidates for your review and to make sure you have the options you need to make the correct selection.

Filling an Immediate Need

Identifying the Ideal Qualifications

Title: CFO

Company: Holding company for four brokers/dealers

The company was looking for a new CFO. We had an excellent candidate who was humble about his achievements and not a strong interviewer. His many glowing references revealed this. He was on the market because his company was bought and his role as CFO was eliminated.

We informed the client that he was not the best at interviewing, but was an ideal CFO. The company interviewed him and thought he was good, but not great. They had no plans to hire him, but we knew better!

We set up a call between the company’s CEO and our candidate’s current boss, also CEO, for a phone conversation. After this phone conversation, the client hired our candidate. Ten years later and our candidate is still at the company, currently as treasurer.

Sometimes the best interviewer isn’t the best person for the job. And, sometimes an average interviewer is the best person for the job. We use our expertise to pinpoint and read through the lines to make sure the candidate is ideal.

Hedberg’s Take: The right fit can sometimes be overlooked due to factors in the vetting systems we have in place and our current methods that can make right candidate appear to be the wrong candidate. We look to hire the best person for the role, not the best interviewer.

Identifying the Ideal Qualifications

Testimonials

Finding the Right Fit

“We had a job that was open for nine months. It was hurting the entire teams productivity and was critical to our bottom line profitability. We’d looked everywhere. Desperate, we call Scott. Within three weeks, you had three ideal candidates we had never heard of and the position was closed in six weeks. Given how connected our industry is, we were surprised. You totally amazed us.”
- Hiring Manager, Fortune 1000 Company based in Minnesota

Understanding the Requirements

“The reason we have retained Hedberg Search over the years is they bring us great people that we can’t find on our own”.

– COO

Invaluable Opportunity

“I was happy in my current role and not looking when you called. You persuaded me to talk to your client. After our talk, I was excited. It’s the best career move I could have made. What are you? A mind reader?”

– SVP, Business Development