In the high-stakes world of chemical manufacturing, leadership is more than strategy and oversight—it’s a matter of safety, compliance, and deep technical understanding. From managing hazardous materials to navigating a strict regulatory landscape shaped by agencies like OSHA and the EPA, this industry demands executives who can lead with both vision and vigilance. A single […]
Author Archives: JRG Partners Editorial Staff
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The construction industry is undergoing rapid transformation—driven by sustainability goals, smart technologies, and shifting supply chains. At the center of this change is the building materials manufacturing sector, where innovation is not only reshaping what we build, but also how we build it. From green concrete to AI-powered production lines, companies are rethinking traditional practices […]
In executive search, the term “Total First-Year Cash Compensation” (TFYCC) is foundational — yet often misunderstood. It’s the number used to calculate your search fee in a retained engagement. Here’s the clear definition:TFYCC refers to the sum of an executive’s base salary and all expected or guaranteed cash bonuses within the first 12 months of […]
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The relentless evolution of electronics, marked by miniaturization and increasing complexity, has created an unprecedented demand for specialized talent in manufacturing. In this hyper-competitive landscape, finding the right expertise is no longer just an HR function—it’s a critical business imperative. Behind every high-speed production line and every breakthrough device lies a team of experts who […]
When a top-tier candidate hears that a role is being handled by a retained executive search firm, it changes how they perceive the opportunity — immediately. Why? Because the word “retained” isn’t just about the payment model between company and recruiter. It’s a signal. A message. A subtle but powerful cue that shapes how serious, […]
When it comes to executive and leadership hiring, most employers focus on recruiter performance — speed, accuracy, network. But there’s another critical factor that shapes the outcome of your search: candidate commitment. And that commitment varies dramatically depending on whether you’re using a retained search or contingency recruitment model. Let’s explore how — and why […]
When the pressure is on to fill a critical role, especially at the leadership or technical level, some companies wonder: Can I hedge my bets by using both a retained search firm and a contingency recruiter for the same position? It’s a fair question — after all, both models have their strengths. But mixing them […]
Yes—dramatically so.The retained search model not only attracts a higher caliber of candidate, it is designed specifically to engage top-tier, passive talent who are rarely reachable through conventional, résumé-driven approaches. Here’s why the difference in candidate quality is built into the model itself: Passive, High-Impact Leaders Aren’t Applying to Jobs The best candidates for senior […]
When it comes to executive hiring, the success rate of a search model isn’t just a metric—it’s a direct reflection of how committed, strategic, and aligned the process is. While both retained and contingency firms can help fill roles, their respective success rates tell a very different story. Retained Search: 85–95% Completion Rate In a […]
When you engage a retained search firm, you’re not just outsourcing a hiring process—you’re entering into an exclusive strategic partnership. This exclusivity is a key differentiator that directly benefits you, the client, in multiple high-impact ways. 1. You Get 100% of the Firm’s Focus In a retained search, the firm commits to your role—and your […]