We are continually asked that question.

Larger Executive Search firms wonder how IPO Strategy successfully filled the same positions that they failed on. We wonder why they didn’t refund the Retainer.


CEO’s and VPs of emerging technology companies tell us we are the most important part of their IPO Strategy (hence, we changed our company name).


Clients guess that the difference is we sell the opportunity better to candidates. This is not what we do.
 

The simple truth is that we are more tenacious, disciplined and meticulous throughout the Search Process. Before we even commence the Research Phase, we focus on understanding the company and the underlying reasons (problem/opportunity) for the position.


Our Research Phase uses over 30 different techniques to identify potential candidates. We're certain that some of them are unique to IPO Strategy. Remarkably, we often uncover excellent candidates who do not have a resume and have not responded to a job advertisement or been called by a recruiter for years. These overlooked gems sometimes make the best long-term hires. We work very hard during the Research Phase to produce excellent lists of potential candidates. We have certainty at the end of the Research Phase that we will fill the position.


Before commencing the Recruitment Phase, we meticulously prepare what we will say to candidates.

In the Recruitment call, we tell the truth about how we identified them (if the recommendation was confidential then we say so) and the company name (if we are authorised to do so). Rather than sell the opportunity, we tell the candidate the truth about the company and also the underlying reasons (problems/opportunities) for the position. This is a critical difference to the one-dimensional selling that recruiters have done for so long. Then we listen and answer questions honestly. We often quickly “cut to the chase” and mutually agree that the candidate’s skills or motivation do not match the underlying problem/opportunity. There is no point trying to sell something that does not match. Candidates who don't "match", do appreciate the honesty, so are happy to keep taking future calls from us or to recommend someone they know who they think is a match now.

In a small percentage (less than 5%) of Recruitment calls, both the candidate and us agree that there is a match between their expectations/skills/motivation and the clients expectations/problem/opportunity, so they are considered further for the shortlist.

Having a shortlist of three or four candidates whose expectations, personal style, skills and motivation truly match the expectations/culture of the company and the underlying problem/opportunity for that position, means our client has far more CERTAINTY of a successful recruitment outcome.


We passionately:

1. Identify and work with great Companies (character of leadership team, market opportunity, commitment to excellence). Even if they are not exactly the next Facebook or Google, they will grow rapidly and be successful.
2. Identify and work with great Candidates (character, work ethic, skills).
3. Pursue excellence in Search. If we ever fall short of excellence, tell me at anthony@ipostrategy.com and I will fix it straight away.