We take your career ambitions seriously. Unlike headhunters, we take the time to discuss your career goals with genuine interest. You’ve done great things in your career and we want to hear about it. We don’t just send resumes and hope for the best. In fact, we never present candidates like you to our clients until we have determined if you have any interest and only after you have been fully informed of the details and have given your permission to proceed. Once we’ve presented you to our client for consideration, we are always accessible and keep you informed with timely communication at every step.

Our higher education search practice is one of the most highly regarded in the country, providing services to both public and private colleges and universities to aggressively recruit academic leaders.

Wondering what opportunities may await you? Contact us today.

The post Trusted Experts In Higher Education Search and Placement appeared first on Higher Ed Executives.

“Staffing Agencies” are great for temps but generally lack candidates with specialization. These are great sources for blue collar and white collar employees both short term and long term.

Recruiters (aka “Headhunters”) that work on a contingency basis only get paid when they produce results. They give employers a huge advantage compared to staffing agencies by providing stronger candidates, but are often concerned with one thing – getting paid. Competition between recruiters is fierce and many compete on speed and will lower their price, while presenting the same candidates their clients can find on their own.

In “Recruitment Process Outsourcing” (called RPO’s), an employer transfers all of its recruitment process to an external service provider. It’s great for certain employers, but in doing so, they give up control and decision making; which doesn’t work for everyone.

Unlike other types of firms, one that specializes in “Retained Executive Search” not only offers superior access to the best candidates, but actually helps raise the quality of each hire. By becoming an integral part of a search committee, they don’t just hear about an organization’s vision, strategy and culture, they become active participants vested in missions and outcomes.

Here’s how retaining an executive search firm pays off:

Trust – Before we even consider any other aspect, nothing is more important than trust. Choosing new senior leaders is a tremendous responsibility. The best recruiters are consultative and work with the search committee to engage stakeholders to become a partner in the hiring process. This transparency builds trust and the result is extremely effective in successfully integrating new leadership within an organization.

Credibility – When someone does the right things for the right reasons, that’s credibility. The best recruiters have often held positions in their niche before starting their recruiting practice. Unlike “career-recruiters” and generalists, they often have a further reaching network of professional contacts and can use their years of experience and industry insights to help their candidates take the job for the right reasons.

Expertise – When choosing a search consultant it’s important to use one that knows your space and can develop an efficient search strategy that achieves the desired outcomes. Similarly, it is the expertise of senior leaders which provides them with the ability to execute innovative, cross disciplinary strategies to the problems affecting each organization.

Relationship – Today, recruiters spend hour each day data mining names on LinkedIn, and scraping resumes off of the popular job boards while claiming access to “passive candidates”. It sounds good to the hiring committee but they soon get tired of seeing the same old candidates recycled over and over again. The best recruiters have developed real relationships with the folks in their industry and can create a list of candidates they actually know and can recommend highly in good faith.

To learn more about Higher Ed Executives Executive Search & Placement Services, please contact us today to schedule a free consultation.

The post Choosing the Right Search Firm Makes All The Difference appeared first on Higher Ed Executives.

Leadership requirements continue to evolve, but the need for high-performing college and university leaders remains constant. Identifying and attracting the best and brightest talent in the higher education space requires a rigorous approach, a thorough understanding of our industry and functional roles. Higher Ed Executives has unrivaled access to senior executives who place their trust in our ability to identify meaningful opportunities which match their career aspirations.

Company founder and President Peter Terebesi has been recruiting exclusively in Higher Ed for more than a decade. He applies real insight into strategic requirements to help colleges recruit leaders who have the necessary skill, experience and personal qualities to advance school and university strategies, and achieve outstanding results. That’s Empowering!

Far-reaching network of relationships with top college leaders across the Higher Education Sector.

An expansive view of thousands of executives in every function of our business. Executives trust Peter to bring them opportunities that represent a good fit with their capabilities and ambitions.

Proven expertise, essential insight, honest advice and commitment to the success of our schools and candidates.

Range of tools and proprietary techniques to conduct a rigorous assessment of candidates’ track records, knowledge and abilities most relevant to the position.

Facing unrelenting competitive pressures, shifting market conditions and ever-increasing student expectations, schools, colleges and universities today can not afford to be complacent about leadership decisions. Drawing on deep insight into today’s challenges and the qualities that define the most effective leaders, Higher Ed Executives applies a disciplined approach and sound judgment to every search.

Contact us today to get started.

The post How to find the best candidates for your college or university. appeared first on Higher Ed Executives.

Higher Ed Executives helps colleges and universities establish formal mechanisms for evaluating institutional performance with reliable, consistent metrics. Our benchmarking and analytics framework integrates hundreds of data points to give leadership teams and Boards a comprehensive understanding of institutional health.

With our support, your institution can:

• Track year-over-year performance across enrollment, retention, graduation, and licensure outcomes
• Evaluate financial strength through revenue sources, expenditures, and productivity measures
• Benchmark against peer and competitor institutions to understand positioning in the higher education marketplace
• Align performance indicators with your mission, role, and scope for context-rich reporting
• Turn raw data into actionable insights that inform strategic decision-making

By applying analytics tools, comparative benchmarks, and proven evaluation methods, we help transform data into a strategic asset. The result is clarity, accountability, and confidence when answering the questions that matter most to your Board, accreditors, and campus stakeholders.

Don’t wait for your Board to ask tough questions without clear answers.

Contact Higher Ed Executives today to schedule an institutional performance assessment and gain the insights you need to lead with confidence. Contact us today to get started.

The post Answering the Toughest Question: How Is Our Campus Really Performing? appeared first on Higher Ed Executives.