What types of roles does Helbling recruit for?
We conduct executive searches for middle- and upper-level management roles of various functions within our focus disciplines of architecture, engineering, and construction; facilities management; and real estate development. Our clients include construction contractors and managers, colleges and universities, public agencies and cultural institutions, real estate developers, architecture and engineering firms, corporations with significant real estate assets, and other types of organizations.
Whom do I contact about a potential search?
Please refer to our Contact page to determine which Managing Director to contact. You may also call our office at (724) 935-7500.
Does Helbling focus on a specific geographic region?
We conduct searches throughout the United States and in select international locations.
What is Helbling’s fee?
Our fee is one-third of a candidate’s first year’s compensation package.
How does Helbling ensure that minority candidates are considered for every search?
Helbling practices diverse candidate outreach and is committed to considering all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, age, protected veteran status, or disability. To ensure the appropriate outreach, at a client's request, we can suggest and implement an advertising campaign that includes publications and websites that are directed to diverse candidates.
Does Helbling offer a client portal to share search-related information?
Yes, our client portal is a secure site that can be customized to the needs of each client. It is used to share information related to a specific search such as: search calendar, search plan, candidate resumes and references, interview schedules, and other correspondence between our firms.
How do I determine if my organization should consider engaging a search firm?
While many positions can be filled utilizing traditional recruitment methods, there are certain roles that are critical and require competencies, skills, and mindsets that are not easily found in candidates through standard means. In these cases, many organizations engage executive search firms for assistance. For addition information, read How To Know If You’re Ready To Engage A Search Firm.
What initial questions should I ask search firms when comparing them?
Prior to partnering with a search firm, we recommend performing due diligence to inquire about the firm’s experience, capabilities, specialties, and search process. By considering these aspects, you can perceive how well they will represent your organization, if you want to work with them, and how strong the return on your investment can be. Read more at How To Work With A Search Firm: Questions To Ask Before Engaging Them.
How does retained executive search differ from contingency executive search?
In retained search, a hiring organization exclusively engages a search firm to identify, attract, and secure a professional with a specific background for a position within their organization. A retained search is typically performed on a consultative basis. A competitive analysis is performed, and the structure and environment of the client company are discussed and understood prior to initiating the search. A customized strategy is then developed that takes into consideration the client's current needs as well as long-term goals. At the same time, candidates are comprehensively evaluated on their skills, expertise, career objectives, character traits, and family dynamics to ensure that all of these complement our client’s role and corporate culture, which promotes the long-term success of the assignment.
In contingency search, a company pays a fee to the search firm only if an individual is placed. Because there is no formal engagement between the search firm and the company, there is no shared commitment and focus, and the process is considered transactional.
For more information, read The Differences Between Retained & Contingency Search Firms.