Jennifer White

And then the approach of how you want to work with these firms can be either you identified them and you've never worked with them and never placed with them, but you've always known about them. And you're going to pitch that routine search right off the bat. Then there's the way that you have worked with them in the contingent side.

And then the approach of how you want to work with these firms can be either you identified them and you've never worked with them and never placed with them, but you've always known about them. And you're going to pitch that routine search right off the bat. Then there's the way that you have worked with them in the contingent side.

That's kind of how I like to do it because you kind of want to work and you kind of want to place somebody at these firms. You want to know the entire process from start to finish because when you're going to retain search, you're really promising them that they will find the talent. They're paying you and it's only you searching for them.

That's kind of how I like to do it because you kind of want to work and you kind of want to place somebody at these firms. You want to know the entire process from start to finish because when you're going to retain search, you're really promising them that they will find the talent. They're paying you and it's only you searching for them.

So knowing the ins and out of that firm, I think is really important. So the approach would be, in my opinion, to Work with them on a contingent basis. Then if you want to go in and then have the retained basis, you kind of understand some bumps up front and you're not kind of setting yourself up for disappointment. But that being said, it's definitely fine to go ahead and

So knowing the ins and out of that firm, I think is really important. So the approach would be, in my opinion, to Work with them on a contingent basis. Then if you want to go in and then have the retained basis, you kind of understand some bumps up front and you're not kind of setting yourself up for disappointment. But that being said, it's definitely fine to go ahead and

Pitch for the retained if it's a firm that you feel like you want to work with and you feel like it's a great shot. So I don't want to sway it anyone that way. But my approach, I like to kind of go with the contingent and then retained. And then once you do have that ability to partner with a firm. It's really great to make sure that you know who the key players are.

Pitch for the retained if it's a firm that you feel like you want to work with and you feel like it's a great shot. So I don't want to sway it anyone that way. But my approach, I like to kind of go with the contingent and then retained. And then once you do have that ability to partner with a firm. It's really great to make sure that you know who the key players are.

A lot of times in these firms, especially with legal, they always use recruiter. So there'll be an in-house recruiter that you might have the initial conversations with. which is great. They're usually really good at what they do. They're going to be able to lead you down the path and have your pitch kick off.

A lot of times in these firms, especially with legal, they always use recruiter. So there'll be an in-house recruiter that you might have the initial conversations with. which is great. They're usually really good at what they do. They're going to be able to lead you down the path and have your pitch kick off.

But what I would recommend too is having the discussion with them that if things are getting a little sticky, a little hairy, you're bringing in some candidates that you feel like they should be hiring. and it's not going well, make sure you have the ability to reach out to the managing partners one-on-one. Because sometimes things just get lost in the shuffle.

But what I would recommend too is having the discussion with them that if things are getting a little sticky, a little hairy, you're bringing in some candidates that you feel like they should be hiring. and it's not going well, make sure you have the ability to reach out to the managing partners one-on-one. Because sometimes things just get lost in the shuffle.

Sometimes playing operator, what you think you're hearing and what they're saying might not be exactly coming across. So you just want to make sure that you have a clear line to the decision makers Definitely talk to the people that you're supposed to talk to. You don't want to go around anyone's back.

Sometimes playing operator, what you think you're hearing and what they're saying might not be exactly coming across. So you just want to make sure that you have a clear line to the decision makers Definitely talk to the people that you're supposed to talk to. You don't want to go around anyone's back.

But make sure that if things are not going as well as planned, that you do have the ability to go right to the horse's mouth and the decision maker. And then the other thing, too, that's important to focus on when you are partnering with a firm. is maintaining those objectives and maintaining the satisfaction level that you were promising them.

But make sure that if things are not going as well as planned, that you do have the ability to go right to the horse's mouth and the decision maker. And then the other thing, too, that's important to focus on when you are partnering with a firm. is maintaining those objectives and maintaining the satisfaction level that you were promising them.

If you feel like there's something that's happening that is not going well, either whether or not the candidate is, you're not being able to find the candidates because that's one thing too that can be a little bit nerve wracking. You can get these pitches. You can be at the table with them. You can tell them, hey, I'm going to be able to find this candidate. Don't worry.

If you feel like there's something that's happening that is not going well, either whether or not the candidate is, you're not being able to find the candidates because that's one thing too that can be a little bit nerve wracking. You can get these pitches. You can be at the table with them. You can tell them, hey, I'm going to be able to find this candidate. Don't worry.

And you go out there and it's just the toughest search that you could ever work on. Be honest and let them know you're going to be showing your work. You're going to be showing your efforts. You're going to be having your biweekly meetings with them telling, hey, I've made 100 calls this week. I've had this reaction to this search.

And you go out there and it's just the toughest search that you could ever work on. Be honest and let them know you're going to be showing your work. You're going to be showing your efforts. You're going to be having your biweekly meetings with them telling, hey, I've made 100 calls this week. I've had this reaction to this search.