Specialization
You will find that many search firms promote their industry expertise. In fact, most of the large, international search firms operate around industry practice groups. GAAP, on the other hand, recruits in all industries, and our clients operate in all industries. Our expertise is functional, namely finance. In fact, our name -GAAP- derives from the acronym that finance executives know as well as their own name: Generally Accepted Accounting Principles.
The Partners at GAAP have been recruiting finance executives and senior finance department employees for more than 35 years. This focus on one segment of the executive community allows us to respond to our clients' needs with dispatch and deliver better results, faster.
When we are engaged to execute a search, we do not have to develop a database or gear-up from scratch. Our already well-established database and network of CFOs and finance executives is vast and dynamic. We know who the top performers are, and they know GAAP. We know how to recruit and assess CFOs, we know what motivates them, and we know how to acquire them for our clients.
We have worked with myriad finance executives over the years, some as candidates, some as clients, many as both. They know that we operate with candor, professionalism, and most importantly, with discretion. Quite simply, CFOs and finance executives take our call. They trust us.
Get It Right
Our search strategy is reflected in our maxim:
Get it Right and Keep it Right.
Get It Right centers on performance objectives.
We align our search and assessment strategies and methodologies with the pre-defined performance objectives and expectations for the executive who will be hired.
This involves exhaustive search and research; conducting in-depth performance-oriented assessments that scrutinize accomplishments and results; supported by thorough reference checks and verification.
In fact, we will only commit to a search mandate when we are confident that we can deliver against the performance objectives that have been established. And when we commit, we are unrelenting, exhaustive, aggressive, professional and discreet in our pursuit of top performers.
The key to a successful hiring is defining superior performance before you hire.
Keep It Right
What is the point of getting it right, if you don't keep it right?
Everyone knows that retention of key executives is an essential element in a successful business.
However, 30% to 40% of newly hired executives either quit, under-perform significantly or are fired within their first two years of employment.
The turmoil generated by a mismatch in a key role, followed by the disruption of recruiting a replacement, can sabotage your day-to-day operations and jeopardize your critical projects and timelines.
And yet most organizations do not have an institutionalized program to support the people they hire; they are left to sink or swim on their own.
GAAP's recurring Retention Regimen™ addresses this problem by proactively facilitating the onboarding, integration and long-term retention of newly-hired executives. This assures a long-term, productive relationship between the executive and the organization.
Fee Structure
Our objective is to ensure that an executive who is hired through our intermediary succeeds. But we do not believe that we are paid to simply recruit an executive, and we don't define our success by the hiring. Our success is defined by that executive's success, by his or her achievement of performance objectives, which are typically measured for the first time one year after the hiring occurs. We believe that we are paid to ensure that the executive who is hired achieves established performance objectives. The best, and proven, way to do that is to Get it Right and Keep it Right. Our fee structure is based on that outcome. We have skin in the game. |
