Resources

FAQs

Why should my organization use an executive search firm?

Finding top talent often requires more than job postings, as the best candidates may not be actively searching. If postings and resume databases fall short, recruiters provide access to passive candidates and a broader network. While recruiting demands significant time and resources, and can be costly, it is far less expensive than the substantial costs—three to five times the annual salary—of hiring the wrong person.

What is retained search?

Retained executive search is a specialized recruitment service used by organizations to find and hire top-level executives or senior leaders. In this type of search, a company hires a professional search firm on an exclusive basis to manage the entire recruitment process. The term “retained” refers to the arrangement where the organization pays the search firm an upfront fee (or retainer) to begin the search.

Retained executive search is often used for critical leadership roles, where finding the right fit is essential for the success of the organization. It emphasizes quality, confidentiality, and a strategic approach.

What is contingency search?

In a contingency search the client only pay the firm a fee once a candidate provided by that firm has been hired. This type of search is ideal when you need external support to complement your internal hiring efforts. Leveraging a contingent recruiter can be effective for evaluating external candidates alongside internal options. It’s essential to establish a fee agreement with the firm that clearly defines the terms and specifies the fee amount.

What is cognitive diversity?

Cognitive diversity refers to the inclusion of individuals with different ways of thinking, problem-solving approaches, knowledge, skills, and perspectives. It goes beyond demographic factors like race, gender, or age—it focuses on how people process information and tackle challenges. A team with cognitive diversity might consist of analytical thinkers, creative problem solvers, practical planners, and visionary strategists.

What are the benefits of cognitive diversity?

When it comes to innovation, cognitive diversity can be a game-changer. Here’s how it impacts innovation:

Enhanced Problem-Solving: Diverse cognitive approaches can result in more comprehensive problem-solving. While one person might identify risks, another might see opportunities that others miss.
Creative Thinking: When people with different perspectives brainstorm together, they can combine ideas in novel ways, leading to breakthroughs that might not emerge in a more homogeneous group.
Challenge to Groupthink: Cognitive diversity prevents groupthink, where teams converge too quickly on a single idea. It encourages open debate and exploration of multiple viewpoints.
Adaptability and Resilience: Teams with cognitive diversity are often better equipped to respond to unexpected changes, as they bring a variety of strategies and approaches to the table.

Fostering cognitive diversity requires intentionality—creating a culture that values respect, collaboration, and open communication.

At Anderson Dhanaraj we specialize in executive talent acquisition that results in cognitively diverse candidates who can contribute to innovation.

How much does Anderson Dhanaraj charge to conduct a search?

Our client fees are 30% of the first-year base salary for cognitive diversity searches and 25% of the first year base salary for standard searches.

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