What Sets Us Apart?

The national success of Sourcing Spring's Executive Search Group is built on insights into the people dynamics and leadership requirements of organizations.  We partner with the CEO and C-Level executives providing a partnership and expertise that aids to long and short term vision in building the organizations culture and creating demonstrative value.

  1. 100% Completion

    We have completed every single retained executive search assignment and exclusive recruiting service agreement we have been engaged on.  Our team outperforms any and all staffing agencies, headhunters, recruiters or executive search firms in the marketplace for a simple reason: we care more about getting the job done right than earning a quick buck.  We have delineated the executive search process to create partnerships with our clients and in turn create real and lasting value organizationally and fiscally.

  2. 98% Client Satisfaction

    Every single job we have worked on was hard to fill and had a short runway to completion.   We have created superior customer satisfaction by truly understanding our clients, their business and style.  We in turn match their employment brand as we promote their positions.  We get excited about what you do because we love what we do.

  3. 30%+ Decrease in Time to Start

    Our executive search process allows our recruiters to not only decrease time to hire by moving quickly in our sourcing and screening stages; we are also able to shorten the time it takes candidates to move to working and contributing members of your team.  

  4. 25 Days to Finalists

    Our talent sourcers and recruiters will provide finalists within 25 days of our first calibration meeting.  We promise that if you are able to devote the time to discuss the search and narrow in our sourcing efforts our headhunters will be able to present a panel of finalists in 25 days guaranteed.

  5. 20%+ Cost Savings Per Hire

    Executive search is only worth the results it delivers.  Our process is unmatched in efficiency, productivity and results. Although it’s hard to quantify a bad hire because of poor pipeline and screening practices, it’s easy to quantify time.  By closing job orders faster internal recruiters and talent management leadership will have more time to focus on other priority goals and we can begin to work on another critical position within your organization.