Transition from contingency recruiting to high-ticket headhunting. Learn the 30 pillars of C-suite identification, status-based engagement, and complex board-level negotiations.
Building the "Universe" list of competitor organizations and industry disruptors where the target talent currently resides.
The "Shadow Mapping" technique to visualize reporting lines and identify the "real" power players behind the C-titles.
Techniques to track non-active job seekers via patent filings, speaker circuits, and industry whitepapers.
Ethical guidelines and strategies for siphoning top-tier leadership from direct competitors during mergers or acquisitions.
Crafting high-end, confidential search dossiers that attract the interest of Tier-1 leaders without revealing the client too early.
Identifying the cultural and political gaps in a Board of Directors to determine the "ideal" executive personality fit.
Mapping internal promotion paths to identify where an external "injection" of talent is critical for growth.
Quantifying the "soft power" skills of executives: influence, crisis management, and global scalability.
Maintaining a "warm" circle of elite talent using Sariga's proprietary database management principles.
Using data to explain talent shortages to clients, justifying higher search fees and longer timelines.
Turning EAs and Chiefs of Staff into allies rather than obstacles in the search process.
The art of speaking "CEO to CEO." Positioning yourself as a peer rather than a vendor.
Mastering the first 60 seconds of a phone call with a passive $500k+ earner.
Protecting both candidate and client through rigid NDAs and staged-disclosure workflows.
Pitching the "legacy" and "impact" of a role, moving beyond simple salary discussions.
Handling high-profile personalities without losing control of the recruitment process.
Optimizing your own LinkedIn and digital presence to be trusted by global leaders.
Coordinating interview logistics for "secret" hires to avoid market rumors.
Advising CEOs and Founders on why their current hiring strategy is failing to attract elites.
Managing a "Top 100" list of executives over 12-18 months until the right role opens.
Moving from "success-only" to the 1/3 payment model (Kickoff, Shortlist, Placement).
Understanding ESOPs, RSUs, and strike prices to bridge the gap in executive compensation.
Using one-time payments to offset "left-on-the-table" bonuses at a candidate's current firm.
Interpreting repayment clauses to ensure a smooth transition without legal liability.
Strategizing around restrictive covenants and gardening leave for C-Suite moves.
Coaching the candidate for the "final gauntlet" with the Chairman and Board members.
Working with the candidate to build an entry roadmap that secures their probation period.
Psychological anchoring to prevent the candidate from accepting a stay-bonus from their current firm.
Maintaining client relationships by strictly defining "Hands Off" poaching protocols.
Executing "back-channel" references to verify an executive's true reputation in the market.
You've unlocked the 30 pillars of Executive Search. Now, finalize your training and join the elite ranks of Sariga-certified headhunters.