This guide describes the firm's process only from what the firm itself publishes, and links to each page. Dream Executive has no affiliation with the firm. Processes vary by search and change over time, so the consultant running your search is the final word.
The firm, in its own words
Heidrick & Struggles says on its executive search page that it is a retained search firm working on an exclusive basis, with more than 70 years of history, recruiting for roles from vice president through the C-suite and the board. The firm describes its method in this order:
- Understanding the client. The firm starts with the organization's culture and business challenges.
- Sourcing. It draws on its global network for both active and passive candidates, and describes tech-enabled assessments that help clients shrink the haystack.
- Assessment. It assesses technical capabilities, leadership potential, and cultural fit.
- Through to the start. It supports clients through interviews, reference checks, negotiations, and onboarding.
Leadership Signature
The firm announced its Leadership Signature assessment in its own newsroom in 2014. The release describes it as identifying a leader's primary leadership styles and their ability to flex to other styles, complementing the consultant's assessment of experience and capabilities to help clients decide among finalists.
What the firm's leaders advise before a search
In the firm's article What I Wish I'd Known, the firm draws on conversations with technology company leaders about preparing for a new role. The article recommends self-diligence before a search, and diligence on the company's stakeholders and board. One leader quoted, David Peck, advises getting clear on the type of organization, stage of growth and challenges you want, with three to four must-haves, and adds: "Know the exemplar companies you'd join tomorrow, and don't cast too wide a net."
Your account, and staying safe
The firm offers a Heidrick for Leaders account, where you can register and choose to receive emails about job opportunities.
How to prepare your documents
The firm's method begins with the client's culture and challenges, and its assessment covers capability, potential, and fit. Each of those can be read from a well-built page one before you meet anyone.
| What the firm describes | What to have ready |
|---|---|
| Search starts with culture and challenges | A context line on every role that names the company's ownership, size, and situation, so the consultant can see the cultures you have led in. |
| Technical capabilities assessed | Quantified highlights on page one, each with a result and the lever behind it. |
| Leadership potential and styles assessed | A mandate paragraph for each role that shows how you led through the problem, and a Values block on page one that you can stand behind in conversation. |
| Cultural fit assessed | An Environment block in the sidebar: the ownership models, growth stages, and situations where you do your best work. |
| Self-diligence and must-haves | Your three or four must-haves written down before the first call, and a page one aimed at the company type you want. Two target company types need two versions of page one. |
| Reference checks | Referees who have seen the final resume. |
Before the first call
- Your must-haves, written down. Three or four, covering the kind of organization, stage of growth, and the problems you want to take on.
- Your exemplar companies. A short list of the companies you would join tomorrow, and the page one aimed at them.
- One current version. The resume in your Heidrick for Leaders profile, the one you send and LinkedIn should match on titles, dates and scope.
- A diligence list. The questions you will ask about the company's stakeholders and board.
How this fits the way I work
Every engagement starts with an Executive Strategy Brief and a 60 to 90 minute deep-dive that settles which seat you want and which company types you are aiming at, the same self-diligence the firm's leaders recommend. The documents come after that decision, and every line in them is yours to defend in an interview. The full method is in the Executive Resume Guide, and board candidates will find the board CV and biography in the Board Director Guide.
Know your three must-haves before the consultant asks.
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