“It’s not the size of the dog in the fight… It’s the size of the
fight in the dog.”
While that may sound like an unusual way to talk about a search firm, it sums up
some things about the recruiting industry and how different recruiters operate.
Finding the talent is no longer the “fight”. With today’s unparalleled access to
information, having a list of people in the industry gives a recruiter, at best,
a few days head start. The real “fight” is getting the candidates who are not looking
for a job excited about your opportunity. Most companies see industry contacts as
a key factor in determining which recruiter to engage. Having “a lot of contacts
in the industry” can be a code phrase for recycling old candidates from prior searches.
You’re not paying a recruiter to tap into a database and bring you names of people
who have already said they would like to make a move; an ad will bring you the bulk
of those candidates. You’re paying a recruiter to mine deep to find candidates who
are not looking for a job, but became interested when the recruiter contacted them
about your opportunity. These are “sleeper” candidates and are usually the best talent
at their company. “Mining deep to find top talent” is what we do at Hagerthy & Co.
top talent interested in the opportunity is only part of the “fight”. The rest is
implementing a hiring process that:
• Structures interviews to unearth the most relevant
predictors of future success. • Assesses accurately and moves only the highly qualified
candidates to the next step. • Results in offers only to candidates who are capable
of meeting your clearly defined expectations.
My colleagues and I have worked on over
300 searches and combining our experience with surveys and research, we have identified
the top 5 hiring mistakes most companies make. We have developed a recruiting process
specifically designed to address those mistakes and act as consultants to make sure
our clients are hiring the best possible talent.
Knowing the background of the “dogs” you are sending into the fight is important.
Mike Hagerthy Managing
Director Mike started his career in banking
and holds a bachelors degree in Marketing and an MBA in
Finance. He was recruited to be one of the
early marketing professionals in the public accounting
profession where he spent over eight years
as the regional head of market for three international
accounting and consulting firms including Deloitte.
He began his recruiting career over 17 years
ago when he became a partner in a startup venture,
IMCOR, which was providing senior interim executives
for private equity funds and large corporate
clients. He helped build IMCOR to be the largest
firm of its kind in the country and continued with
the firm after it was sold to an NYSE company.
He formed Hagerthy & Co. specifically to serve the unique recruiting needs of middle
market companies and the portfolio companies of private equity firms. He has conducted
over 150 searches in multiple industries and functions. He is a sought after speaker
on the topics of how to make better hires and tips for executives in transition.
Ms. Watson's more than fifteen years of experience
in the executive search field has afforded her
the opportunity to service virtually all functional
areas and industries, though she has particular
experience in entertainment, healthcare, biotechnology,
high technology, construction,
defense/aerospace and general management.
Ms. Watson gained much of her experience while
she was a Partner at a retained research and
executive search firm, The Simonds Group. Prior
to this, she served as Director of Research at
Houze, Shourds & Montgomery, Inc. – a leading
retained boutique search firm based in Los Angeles. Ms.
Watson has shared her expertise with the International Association of Corporate and
Professional Recruiters (IACPR) - developing
and organizing seminars on pertinent subjects. She furthers her dedication to the
field as a member of the Society for Human Resource Management, the Employment Management
Association and the Southern California Roundtable, an organization of research professionals.
Watson was nominated for the Orange County Business Journal’s prestigious “2002 Women
in Business Award” and has been a guest speaker at Long Beach City College; discussing
such topics as “Preparing Yourself for an Interview” and “How to Write a Resume”.
In addition, she serves on the Board of Directors for Senior Meals and Services,
a non-profit organization in Orange County, California. Her tremendous enthusiasm
and industry knowledge lead her to found SWR Resource Network.
Angela D. Smith Senior
Associate Ms. Smith brings eight years experience
in the executive search field to SWR Resource Network,
Inc. Prior to joining SWRRN, she worked with
The Simonds Group where her assignments focused
on consumer products, manufacturing and engineering,
healthcare and professional services.
obtained her B.S. in Business Management with honors distinction from the University
Phoenix South Coast Campus. Ms Smith is a lifelong
member of the esteemed academic honors
society, Alpha Gamma Sigma. Additionally, she
has demonstrated her commitment through her
involvement with several volunteer organizations
serving as President, Vice President of Community
Relations and Chairperson of the Fall Regional
Conference, organizing Hiring Clinics focusing on
transitioning from college to career as well
She is a member of The Southern California Research Roundtable,
an organization of research professionals, and has won numerous community service
awards, including the Robert Mantovani and Hall of Fame, for her contributions. Most
recently, Ms. Smith joined Toastmasters International and plans to stay active in
her school and community while continuing to develop her professional leadership
Shirley Jaglowskii Associate
Dawn Robison Associate
Consistent with the standards of the executive search industry, our professional
fee is based on service and is typically one-
third of the final candidate’s estimated first year’s total cash compensation, including
base salary and
bonuses. In addition, we are reimbursed for actual, reasonable out-of-pocket expenses
There are no charges for “other administrative expenses” which other search firms
charge as an
additional 5%-10% of the fee. Hagerthy & Co. works on a milestone billing basis where
we only bill
after we have achieved the agreed upon milestone. A typical billing structure would
Billed at onset of work.
Billed at the introduction of qualified candidates (Usually between 4 and 6 weeks)
Billed at the successful completion of the search. Due upon the candidate’s first
day of employment
Partial Client List
Private Equity Firm Clients
AVF Holding Ltd. Doyle & Boissiere Catalyst Equity Partners GE Capital HIG Private Equity Hampshire
Heller Equity McCown De Leeuw & Co Recovery Equity Partners Triton Pacific Partners Trust
Company of the West Wedbush Private Equity
Middle Market Companies
Arroyo Packaging Custom Machining Toro Corporation M & M Blinds Metabolife Remec Raytheon TD
Services Bank of the West 3 Day Blinds Activor Arctic Slope Regional Corp. Chadmoore
Wireless Chaparral Communications CMI Corporation Coleman Natural Meats Color Spot Nurseries Creative
Optics Merksamer Jewelers Crossroad Capital Partners Cycle 23 Del Taco
DESA International DRI Services Epson America Herb Thyme IndyMac Bank VSI Fasteners Maverick
Desk Brown Jordan Naturade PIHRA Rabobank Rapid Rack RCR Companies Strategy LLC Sunrise Medical System
Source Thomson Elite Tropitone Furniture Tubetronics Vans Inc. Why Run Out Zenographics,