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Approach
Building Teams
Building an effective team is the most important and most difficult task an executive faces.
Having the right people makes the difference between meeting goals and missing deadlines;
between navigating complex waters and running aground on unseen rocks.
However, finding good people is enormously time consuming.
In-house staff and even retained recruiters typically do a poor job of understanding what an executive really needs.
Further, in the rush to get a job filled quickly, they often look less broadly and screen less deeply – presenting merely "adequate" candidates.
As a result, the executive must either must settle for a "B" team, or take big chunks of time away from other critical tasks
in order to both drive the recruiting process and sift through a large pool of candidates.
Since finding good candidates takes very different skills from running a company,
executives often end up with a "B" team even if they try to do all the recruiting work themselves.
As seasoned executives who have built many "A" teams, we don't think any growing enterprise can tolerate this dilemma.
Therefore, Venzyme's approach is different. We join your team to help you build your team –
following a five step process which we have proven produces optimal results:
Click on a step to learn more.
Identify Holes
We start by doing an assessment of your story.
Using our proprietary framework, we can rapidly identify soft or missing spots and develop a
prioritized plan for getting you back on track.
Refine Requirements
We assign one of our seasoned business executives to refine the requirements for the position.
We get to know your strategy, your competitive situation, your culture, and the strengths of the rest of your team – and we do this quickly.
The result is our agreement with you on a "real" job description which captures the human and business characteristics of the person you need to find.
Source Broadly
Our efforts are not limited to "proprietary" databases, but utilize all the resources which are now available for identifying candidates.
We also use relentless efforts to dig deep into organizations to find people who are not "actively" looking for a new position.
The result is a broad base of potential candidates – almost all of whom you will never have to see or hear about.
Screen Thoroughly
Every potential candidate is screened first on resume, and then on a brief screening phone call.
Those who pass are then subject to a rigorous telephone or face-to-face interview with one of our highly skilled recruiting executives.
This is our secret sauce, allowing us to screen-out 95% of those candidates who would end up being a poor fit with your company and culture.
Executive Interviews
Before a candidate is presented, we have one of our business executive consultants interview them to make sure they have the skills
and competencies needed to be successful in the position. Since our executives have run many successful companies like yours, they know
what to look for and what to ask – saving you the trouble of talking to many candidates who would not pass an executive screen.
Company Interviews
We present for interview by company executives only "A" candidates who have a real chance of making a major contribution to the team.
Fees
In part because our model is different and more effective, we can help you build teams for significantly less than it would cost you to hire a national retained search factory. We offer a unique approach to changing for our efforts, as well as a more traditional model if that is your preference:
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- We charge an hourly rate – which varies from step to step depending on the nature of the resources
we need to apply at each step. Think of this like hiring us to be a part of your team.
We require a retainer against fees upfront and will present you with an invoice each month.
- When we succeed in filling the position, we get a success bonus of 10% of the hired person's first year's salary.
If the person is terminated for any reason in the first 3 months, we refund half of this bonus..
- Using this model, the total cost of filling a position will typically end up being between 13 and 17% of salary – sometimes a little higher for "hard to fill" positions,
(which we also have a great track record of filling).
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- We charge a fixed fee of 25% of the position's salary.
- This is payable one third on engagement, another third on presentment of at least 3 appropriate candidates,
and the remainder when an individual is hired for the position.
- If the individual you hire was presented by us and they are terminated for any reason within the first 6 months,
we will find 3 new candidates for you at no additional charge.
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Experience
We have successfully built teams – for ourselves and for others - in a wide range of industries: from software, to professional services,
to manufacturing/logistics to healthcare. We can do the same for you. For some examples, see our Case Studies section.
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