Newland Associates’ Executive Search firm was built under the premise that clients need trusted partners who can deliver on results. As a true executive search firm, our work is not based on dated databases and reaching out to strangers. Our deep bench of executive recruiters has extensive relationships in the healthcare, non-profit, construction, financial, commercial, and industrial sectors.
These relationships are leveraged to gain access to a massive pool of passive job seekers that will match your organization’s culture, be a fit to the team chemistry and of course, be fully able to deliver on the job specs.
As an equity owner of Career Partners International (CPI), one of the largest global talent management consultancies, we are able to tap into local relationships for sourcing and vetting talent in over 300 locations. This relationship, extremely rare even for top executive search firms, gives us the ability to deep source some of the better job prospects, including most large and mid-sized cities in the United States, and many countries in Europe, Latin America, and APAC.
Let’s kick things off. This will be easier than you think.
Before a search can properly be implemented, we must accurately understand your expectations and the “personality” of the environment into which the chosen candidate will enter. We methodically work with each client and position to ensure a custom approach to each search so that only the best-matched candidates are presented.
After you have reviewed each candidate that is presented, you will have the opportunity to conduct your own face-to-face interviews and/or phone screens for each person to meet with you at your offices or elsewhere, if that is your preference.
Employment offers often fall apart due to failures in discovering mutual agreements. Our process helps identify mutually acceptable ranges before either side offends the other with an unacceptable figure or request. This is a vital part of our process where expectations are aligned to avoid unnecessary surprises.
40% or more of executives fail or quit during the first 18 months of a new position and 1 in 4 executives leave in their first 6 months, all before they can productively contribute to the organization. Our Executive Onboarding Program promotes effective assimilation and engagement of your leaders.