man works computer without his underwear 641386 201 Executive Search

Bad executives sink companies

🟥 Many firms, rightly so, opt for retained executive search services, despite the perceived cost. Because let’s face it, the fallout from a wrong pick can cost you 2.5-3 times the exec’s salary. Take someone making $154,000 a year, for example. Mess up, and you could be looking at a $330,000 headache – recruitment fees, onboarding, lost productivity, and maybe even a severance package. Ouch.
🔴 But it’s not just about the money. A bad exec hire can mess up your strategy, tarnish your reputation, and disrupt your company culture. CEOs and top dogs call the shots, and their choices steer the ship. A wrong turn here can send shockwaves through your entire organization, sometimes within just three months.

Top-grade Exec-Search Services

Partnership-first approach: Unlike recruiting agencies, which focus on reactive rather than proactive hiring, we approach our partnership with a focus on long-term talent acquisition. That means you can potentially have access to a larger pool of passive candidates, as well as additional services available, such as benchmarking, and candidate onboarding.
Discretion: High level of confidentiality to protect sensitive information without interrupting your company’s equilibrium.
Rigorous Screening: We feature some of the most rigorous screening processes in the industry. Our goal is to identify candidates with the right qualifications and cultural fit for you, and we go the extra mile to achieve this.

SalesRoles

FAQ

How long does it typically take to fill an executive role?

At Noble Swans, we advocate for a proactive approach. We excel when we align our interests with our clients’ on a long-term basis, enabling us to forecast and anticipate hiring needs. However, it’s important to note that the time to fill a sales role can vary due to factors such as job requirements, market conditions, and candidate availability. We prioritize finding the right fit over speed to ensure a successful match, but we also make efforts to expedite the process without compromising quality when necessary.

For which executive roles do you hire?

Our company specializes in a highly specific vertical. This specialization enables us to streamline our workflows, expand our network, and leverage our extensive experience in these industries. As a result, we recruit for all C-level positions related to the RevOps triplet (Marketing, Sales & Customer Experience). Additionally, we focus on roles that have a significant impact on financial matters and directly influence revenue.

Specifically, we hire for:

Marketing, CX & Sales

Chief Marketing Officer (CMO)

Chief Sales Officer (CSO)

Chief Growth Officer (CGO)

Chief Brand Officer (CBO)

Chief Customer Experience Officer (CXO)

Chief Revenue Officer (CRO)

Chief Customer Officer (CCO)

Chief Communications Officer (CCO)

Finance and Accounting:

Chief Financial Officer (CFO)

Chief Accounting Officer (CAO)

Chief Audit Executive (CAE)

Strategy and Development:

Chief Strategy Officer (CSO)

Chief Development Officer (CDO)

Chief Mergers & Acquisitions Officer (CMAO)

Risk Management:

Chief Risk Officer (CRO)

Innovation:

Chief Innovation Officer (CINO)

Human Resources:

Chief Human Resources Officer (CHRO)

Chief Talent Officer (CTO)

Chief Diversity Officer (CDO)

Chief Learning Officer (CLO)

Chief People Officer (CPO)

Which executive roles do you NOT hire for?

Any other roles outside our precise target and scope. These roles include:

Technology and IT:

Chief Information Officer (CIO)

Chief Technology Officer (CTO)

Chief Data Officer (CDO)

Chief Information Security Officer (CISO)

Chief Digital Officer (CDO)

Chief AI Officer (CAIO)

Legal and Compliance:

Chief Legal Officer (CLO)

Chief Compliance Officer (CCO)

Operations and Manufacturing:

Chief Operating Officer (COO)

Chief Supply Chain Officer (CSCO)

Chief Manufacturing Officer (CMO)

Chief Quality Officer (CQO)

You emphasize the eminence of your vetting process. What sets it apart?

Our standard operating procedures and workflows are firmly in place, unlike many other talent and recruiting firms that cut corners to save money. We don’t feel like heroes just because we do what everyone should be doing. We hold the belief that the current monetization and incentivization system in our industry is flawed. Instead of focusing on the quality of the hire, the focus is on the number of placements.

With the advent of AI, recruiting agencies that fail to focus on what a talent firm should fundamentally be doing—placing quality candidates—will fade into obscurity.

This is not just marketing jargon; we have developed a range of in-house job simulation solutions for most of the roles we hire for companies like yours. These simulations are designed to assess the skills and competencies of sales, CX, and marketing executives in real-life scenarios, enabling you to identify top performers.

How many talent firms you have worked with or are currently considering are pursuing a similar approach? You likely know the answer.

Great value is created by great teams.

Whether you're aiming to recruit your own revenue-generating powerhouse or delegate crucial revenue-generating functions, you're in competent hands.

Let's talk

Executive Search

Hiring top executives is make-or-break for any company. A bad choice doesn't just hit your wallet; it can sink your strategy. We stand ready to help. 👨‍💼👩🏻‍💼