Why FGI
What clients say makes us different.
We understand the value of an excellent hire — and the true cost of a bad one. Here is how Fischer Group International is built to deliver the first and avoid the second.
- 01
Few off-limits restrictions
Large search firms often have long lists of clients they are barred from recruiting out of, and firms that specialize in one niche or region face the same problem — so they may not be able to show you the best talent in the market. We chose to be a generalist firm for exactly this reason. We will not recruit talent from a client for two years from the date they award us an assignment.
- 02
The partner does the work
The partner you meet is the partner who works your search — all of the research, the phone screens, the in-depth face-to-face interviews and the weekly reports. Assignments are never handed to junior staff once they are underway.
- 03
Low volume, full focus
Our success rests on being a low-volume, high-value firm. Limiting the number of searches assigned to each recruiter means every search is executed with quality, urgency and complete focus. Our goal is to find you the best talent in the market in the shortest possible time.
- 04
Research-driven
We don’t rely on databases to generate candidates, and we don’t recycle second-place candidates from previous searches, a common practice elsewhere. We set a strategy, target companies, then call into them to find the people doing the job today and sell them on a better opportunity.
- 05
Diverse slates
Most companies want a diverse workforce, so we are deliberate about searching for and presenting diverse candidates to our clients — a commitment reflected in our record of female and diverse placements.
- 06
Weekly communication
Every client receives weekly status reports and constant candidate flow, keeping you up to date on progress toward the ideal candidate.
- 07
A transparent fee
Our fee is the standard one-third of the successful candidate’s first-year base salary and bonus. There are no hidden fees — no “set-up” or “research” fees of the kind many other firms charge.
Before you engage any firm
Two questions worth asking.
The answers tell you how much of the market you will really see — and how much attention you will get.
Question 1
“Who are your current clients that you cannot approach to recruit candidates?”
Every client a firm is barred from recruiting out of is talent you will never see.
Question 2
“How many assignments are you working on right now?”
A recruiter juggling dozens of searches can’t give yours the urgency it needs.
Large or specialized firm
26 of 48 target companies open
Every current client is a company the firm can’t recruit from — often the very competitors where your next leader works today.
Fischer Group International
45 of 48 target companies open
A broad, generalist client base leaves very few companies off-limits, so the shortlist comes from the whole market.
Questions
Retained search, answered.
What is a retained executive search firm?
A retained search firm is engaged exclusively to fill a senior role and is paid for running the full search — defining the position, researching the market, recruiting, assessing and helping close the hire — rather than only when a résumé leads to a hire.
What does Fischer Group International charge?
Our fee is the standard one-third of the successful candidate’s first-year base salary and bonus. There are no hidden fees — no set-up or research fees.
Why does a search firm’s off-limits list matter?
Search firms generally won’t recruit out of their own clients. The larger or more specialized the firm, the more companies it can’t approach — and the more of the market is missing from your shortlist. As a generalist firm with a broad client base, FGI has very few off-limits restrictions. We won’t recruit from a client for two years from the date they award us an assignment.
Who will actually work on our search?
The seasoned recruiter you meet handles your assignment from start to finish — research, phone screens, in-depth face-to-face interviews and weekly progress reports. Assignments are never handed to junior staff once underway.
How will we know how the search is going?
You receive a written status report every week, along with a constant flow of candidates.
Next steps
Begin a confidential conversation.
Tell us about the leader you need. You’ll speak directly with the partner who will run your search.