Discover IC2’s
Search Sprints
Harness Our Expertise to flexibly and quickly ramp your search for critical talent, while allowing you to pivot when your business needs change
Power Up Your
Recruiting With IC2
Our flexible search sprints offer high-quality service with unprecedented customer centricity.
As a 25-year HR and TA veteran, I was always frustrated by executive search services that were high quality but lacked flexibility. A lot can change in a typical 90-day search cycle, and I’ve found myself writing lots of checks for searches that did not cross the finish line.
With our agile sprint-based approach, you invest in a search sprint but then get to choose how and when you use that investment.
Start on one search, your needs change, pivot us to a different search. Want to pause partway through a sprint to run with the candidates already generated - no problem, get back in touch when you are ready.
Recruiting Reconnaissance
Our high-growth client had what they felt was a strong internal candidate covering the role on an interim basis, but wanted to ensure that they looked at the external market. For confidentiality and internal stability, they did not want to post the job, and the cost of a traditional executive search would be $150k+, so they engaged us to do a confidential search. After three sprints they had a strong benchmark of external candidates, one of whom they hired over the internal candidate. Through the external search process, they realized that they were hiring for what the job was today, not what it was going to be in 12 months, and that they needed to hire ahead of the role.
Research Only
Our client has a small but mighty recruiting team. They had a strong brand and attracted high-quality applicants to their posted jobs. However, sometimes this was not enough - especially for niche or senior-level hiring. They engaged us to do proactive research to identify high-quality senior-level talent, then depending on their bandwidth and confidentiality requirements either did the outreach themselves or had IC2 do the outreach for them. On average with this approach a 2 sprint investment resulted in a hire, but on occasions we pivoted to new searches part way through a sprint if priorities or candidate slates changed (that amazing referral that came out of nowhere!)
Succession Planning
Our high-growth client is operating successfully with “home-grown” founding leadership. However, as the company grew, some of the executive team and their direct reports struggled to keep pace with the rocket ship they had launched. The CPO and CEO recognized that they were entering a phase where they would need to potentially upgrade some of their founding talent, but they had not had the opportunity to build a strong bench. They engaged us to identify potential external successors for their most critical roles, where they had the lowest confidence levels in incumbents. This project delivered in its original intent, with succession plans being tapped for several critical roles. However, it also led to several advisory and coaching connections being made that helped incumbents stay in role and keep pace with role growth.
OUR PARTNERS HAVE WORKED WITH THE MOST SUCCESSFUL GLOBAL COMPANIES.
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Dive into the essentials of crafting a superior recruitment strategy with our exclusive eBook, “Laying Down the Tracks for Effective Recruiting: A Guide for CXOs” by Neil Davies. This guide is designed specifically for top executives who are looking to streamline their recruitment processes and achieve outstanding results. Gain valuable insights and practical tips that will empower you to lead your team to success. Download your free copy today and start transforming your approach to talent acquisition!