Why LWP IS Successful

Experience

For many recruiting firms, they speak of vague experiences from who they worked with to how many searches they were engaged in. Rarely do they speak of the quality of experiences or the value of experiences they accumulated. If you asked for example on how long their placed candidates had lasted in the role, they would not know. If you ask for their percentage of placements vs the unsuccessful searches in past twelve months, they would not know or want to share it. People speak of experience as if the word explains itself.

At LWP, our experiences comes from the success of our clients. We emphasize on the track record of successful hires that builds into our experiences. Through the development of intellectual capital and insights, we build best practices for the client to be successful. Experience in itself is meaningless, unless you qualify it and then develop it to have future impact.   With our experience, we have developed the following (1) Advance search strategy based on extensive research and key insights.  (2) Assessment capabilities that provides guidance and confirmation on candidates

Expertise

When executive recruiting first initiated in the 1920's, the expectation was that the recruiter was once an executive/senior leader in a successful organization.  The thought being a former leader would know what a leader would look like. Unfortunately the modern executive recruiter has little to no leadership/business experience.  The executive recruiter is limited in understanding how a business operates.  

An executive recruiter should have the ability to assess a candidate at two levels (hard and soft skills). If the recruiter has limited business leadership experience, their perspective would be vague at best because they would only be guessing.  At LWP, a recruiter must have extensive executive experience assess an executive.

Discipline

The recruiting function in its history had little pressure or commitment given to develop, whether its people or function as a whole. In result, the function lacks  discipline to create and execute an effective process. In absence of discipline there are other negative traits that exist (low transparency and minimal accountability).      

LWP established its methodology on the original history of executive recruiting.  From the 1920's, executive recruiting rooted from the services of management consulting and professional service firms.  LWS has based its efforts on sound research, effective search strategy, providing understanding and insights on the talent dynamics and building a partnership with the client.  Throughout the process, LWP continues to promote the integrity of the process by always encouraging and enforcing discipline to all involved.

Motivation

Recruiting/Headhunting is a lucrative business with very little transparency.  Recruiting companies seek to maximize their fees with the least amount of cost and effort.  Tricks of the trade keep the transparency low to prevent detection.  On the flip side, internal recruiting/HR teams seek to fill senior roles with very little measurements for quality or success.  So they fill the roles to check the box.

LWP is a nonprofit organization with our sole purpose to support the future grow and success of our fellow nonprofit organizations. Our success is tied to the success of the leader and the nonprofit organization.