How to Engage with Executive Search Firms

Executives Beware: Retained vs. Contingency Search   

Executive search firms like InveniasPartners specialize in identifying and recruiting the most qualified leaders to fill senior-level and board positions across hospitals, health systems, academic medical centers, medical groups, payer organizations, and other entities along the expanding continuum of care. While healthcare executive search firms vary in scope and approach, one principle remains constant: reputable retained search firms never charge healthcare or board-level executive candidates for their services.

Many organizations describe themselves as search firms but, in reality, operate more like employment agencies. Some may request payment from executives for their services, while others focus primarily on résumé preparation, interview coaching, or salary negotiation guidance. Still others simply compile and distribute lists of available executive openings sourced from the internet and other public channels. None of these models reflect the rigorous, relationship-driven process employed by retained executive search firms such as InveniasPartners.

Not All Search Firms Are Alike  

Organizations engage contingency-based executive search firms to identify potential candidates but compensate these firms only when a presented candidate is successfully hired. Most contingency firms focus on junior- and mid-level positions and often compete directly with one another to submit candidates for the same role.

In many cases, these firms present a high volume of candidates in the hope that one will be selected. The advantage for healthcare organizations is that senior executives or board leaders may be considered for multiple openings. However, the drawback is that candidates are sometimes presented for roles that do not align with their specific expertise, leadership experience, or management style.

Following Up with a Search Firm

Once executives share their resumes or profiles with (hyperlink to section) executive search firms like InveniasPartners, they should keep contact to a minimum. While executives may confirm receipt of submitted materials or inform the executive search firm of any changes in their employment status, they are generally advised to take a “wait-and-watch” approach. Retained executive search firms such as InveniasPartners will reach out to candidates directly if their background aligns with the position specifications or if the firm identifies them as valuable sources for referrals to other qualified executives.      

If a retained executive search consultant from a firm like InveniasPartners connects with an executive regarding an available position, the executive should ask as many probing questions as possible. Consider focusing on the following issues:   

• Opportunities and challenges: What does this organization need and want from the newly hired executive? What clinical, operational and financial challenges does the organization face? 
• Competitive Landscape: What’s the organization’s current market share? How do competitors differentiate themselves? What are competitors’ strengths and vulnerabilities?    
• Culture: How would you describe the organization in terms of mission, vision, values, attitudes and beliefs? What’s it like to work there? How would employees, senior executives and clinicians describe the culture and work environment?       
• Hidden Agendas: What can you tell me about the organization that isn’t obvious from its web site or stories published in the media?    
• Position Description: What are the position’s key roles and responsibilities? What does the organization seek in terms of executive knowledge, skill, competence and leadership style?
• Expectations: What kinds of programs does the organization expect the executive to launch, implement, sustain or scale down? Over what timeframe? What are the organization’s top priorities? 

Even if an organization ultimately does not extend an offer, executive candidates should maintain and cultivate relationships with retained executive search firms such as InveniasPartners. Ideally, executives should view their connections with search firms—and with individual consultants—as strategic, long-term professional partnerships.

When executives consistently perform at a high level, search consultants are more likely to consider them for future senior leadership opportunities or seek their insights and referrals for upcoming engagements. The key takeaway: view retained executive search firms like InveniasPartners not as one-time intermediaries in a job search, but as trusted advisors and valuable resources for sustained career growth and leadership development.