Employers

• Generally specialize in mid to senior level management positions.
• Travel to their client site where they typically interview multiple members of the senior management team to get a sense of the strategic vision and culture of the organization.
• Often work with the Board of Directors.
• Develop networks of industry-specific candidates and contacts often built through involvement in industry specific experiences and professional organizations.
• Because retained firms work as consultants through exclusive search agreements, they are able to provide dedicated resources to each search.
• Are a source of competitive intelligence.
• Have staff that typically comes from industry or has significant industry experience.
• Provide thorough candidate evaluation to include detailed interviews (often in-person), reference checking, education verification, and behavioral evaluations.
• Offer extended guarantees, typically 6 to 12 months.
• Charge monthly expenses for administrative and marketing support, often amounting to thousands of dollars on top of the search fee.
• Search fee is paid in three installments based on pre-determined timeframes, not results.
• Typically the best option for a national search, industry-specific positions, or difficult to fill positions.

• Paid a search fee only if one of their referred candidates is hired.
• Rely on large volume and quick turnarounds.
• Search fees are typically less than retained.
• Do not charge any search expenses.
• Commit limited resources to any one particular search as there is no guarantee of receiving any search fees. Rather, they focus more on marketing candidates to a wide variety of employers.
• Are more reliant on job boards and the Internet to source candidates.
• Offer short guarantees, typically 30 to 60 days.
• Conduct less detailed candidate evaluation process.
• Typically the best option for searches with a large local candidate pool (non-industry specific).
• Do not typically offer industry expertise and are not a source of competitive intelligence.

• Built a network of candidates and contacts at the mid to senior management level within the healthcare industry through involvement in professional associations, national conferences, and personal contacts.
• Takes the time to understand the vision and culture of the client organization, as well as the unique characteristics of the specific search.
• Dedicate resources to each search.
• Conduct detailed candidate evaluations and provide a written profile for each candidate.
• Search fees are based on results.
• Provide competitive market intelligence to our clients.
• Offer a 6 month candidate guarantee for manager/director level and 12 month candidate guarantee for VP and C level.
• Focused exclusively in healthcare.

Morgan Hunter HealthSearch provides interim leadership at the manager through CEO level. We provide our client organizations the following benefits:

• Coverage for the vacancy of key leadership roles to ensure operations continue moving forward during a time of transition.
• Supplement to the existing leadership structure, driving specific initiatives or projects.
• Mentoring of an existing leader and/or team.
• Consultation/Operational Turnaround in the form of assessments and/or implementation action/improvements plans.
• Contingent-based process in which you don’t have to commit to us until after you have interviewed our resource and determine they fit your need.
• You directly employ or subcontract the interim resource, thus, you control compensation, travel schedule, travel costs and project timeframe.
• Transparency:  All costs are known, including our monthly interim fee.
• Cost:  Our process typically saves thousands of dollars each month versus traditional consulting firms.