When it comes to retained executive search, the process extends far beyond identifying and vetting talent. One of the most overlooked — yet critical — aspects of the candidate experience is how travel expenses are handled and billed during interviews, site visits, or assessment meetings. Done right, this process enhances the client’s employer brand, ensures […]
Author Archives: JRG Partners Editorial Staff
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In today’s rapidly evolving manufacturing landscape, the biggest risk to your company’s future might not be a supply chain disruption or a market downturn — it could be an empty leadership pipeline. Many manufacturing business owners are so focused on day-to-day operations that they overlook one critical strategic priority: manufacturing succession planning. Without a clear […]
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Hiring a new Plant Manager is a critical decision—but ensuring their success begins after the hire. The first 90 days in this role can determine whether a new leader thrives or struggles. A Plant Manager must quickly get up to speed on operations, safety protocols, team dynamics, and performance expectations—while also earning the trust of […]
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Hiring the right manufacturing leader can directly impact your organization’s efficiency, safety, and bottom line. In such fast-paced, process-driven environments, technical expertise alone isn’t enough—successful leaders must also demonstrate strong decision-making, team management, and problem-solving skills under pressure. That’s where behavioral interview questions become a powerful tool. Rather than focusing on hypothetical scenarios, these questions […]
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In the fast-evolving world of manufacturing, finding top-tier talent is more challenging than ever. While job boards and online applications flood HR teams with active candidates, the real game-changers—the highly skilled, experienced professionals—often aren’t applying at all. These individuals are known as passive candidates: they’re not actively looking, but they are open to the right […]
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In today’s competitive hiring landscape, knowing how to attract manufacturing talent goes far beyond offering competitive salaries. With an evolving workforce, shifting generational expectations, and growing competition for skilled labor, manufacturers must adopt a more strategic approach to hiring. Simply put, top-tier talent is looking for more than a paycheck—they want purpose, flexibility, innovation, and […]
Administrative fees or surcharges are additional charges that some — but not all — retained executive search firms add on top of their standard professional service fee. These fees are intended to cover indirect operational costs associated with conducting a search, and they can vary significantly from one firm to another. For companies carefully reviewing […]
No. In standard retained search agreements, stock options, RSUs, and other forms of equity are not included in the “Total First-Year Cash Compensation” used to calculate the executive search fee. This is because retained fees are anchored to liquid, first-year cash earnings — not future potential or illiquid instruments. Why Equity Is Excluded from Search […]
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Recruiting the right talent in the manufacturing industry is more complex than ever. With evolving technologies, rising skill gaps, strict compliance standards, and high turnover rates, companies can no longer afford to rely on outdated or ad-hoc hiring methods. One wrong hire can lead to delayed production, costly errors, and increased safety risks. That’s why […]
When companies engage a retained executive search firm, they’re not just paying for resumes — they’re investing in a strategic, high-stakes process that requires clarity on one crucial detail: how the recruiter fee is calculated. A major point of confusion arises around bonuses: Which ones count? Do signing bonuses, performance bonuses, or commissions factor into […]