The recruiting problem
Senior leaders are the least likely people to apply to an announcement they happen to see. Strong candidates for executive roles are usually successful where they are, careful about their reputation, and responsive only to a direct, well-informed approach. A research-led search reaches them. The Federal process then does the evaluating.
How an executive sourcing engagement runs
- Position research. We work from the position description and your agency’s priorities to define the leadership profile and the organizations where it is likely to be found.
- Target mapping. We identify leaders in comparable roles across government, industry, nonprofits, and academia, and build a named target list from public professional information.
- Confidential outreach. We approach candidates directly and discreetly, describe the role and mission using approved information, and gauge interest.
- Application support. Interested candidates receive the announcement and plain-language information about the application process, including any requirements your agency publishes, such as executive core qualification narratives or résumé-based applications.
- Reporting. You receive the target map, outreach results, and a pipeline of interested candidates. Assessment, qualifications review boards, and selection proceed entirely under your agency’s process.
Questions about executive recruiting
Can a contractor recruit for Senior Executive Service positions?
A contractor can identify and encourage prospective candidates to apply. Evaluating executive qualifications, convening review panels, and selecting are agency and OPM functions. Our role ends when the candidate applies.
Do you help candidates write their application?
No. Coaching candidates on their application materials would compromise the fairness of the competition. We give every interested candidate the same public information about the process.