Executive Search Success Begins with Us
4 Essentials When Choosing a Search Firm
JR&A places senior talent across the United States territories. But, that's not what sets us apart.
Our business model does.
Working with JR&A assures you that percentage-based fees will never be our motivating factors. We decouple our fees from candidate compensation to claim a different competitive position: one that focuses doggedly on consultation, the caliber of talent and our commitment to an efficient and effective search process.
Chief Legal Officer
Chief Human Resources Officer / Chief People Officer
Chief Development (Fundraising) Officer
Chief Revenue Officer
Chief Financial Officer
VP, Employee Experience
Director of Information Technology
Director, Business Services (Operations)
We recognize the power of all types of diversity—including diversity of thought—as we strive to bring a variety of backgrounds and expertise into the search process.
For our retained search services...
we offer flat-fee monthly retainers starting at $15,000 up to a max of $25,000, with costs capped at four months. Actual amounts depend on the services offered, the state of the market, and access to top talent, among other factors.
Our model is easy on your budget, removing the mystery from the cost model at the start of the engagement. Our proposals are straightforward, detailing the search requirements and degree of difficulty.
You can do the math to see the difference between our model and that of larger, and costlier, search firms whose typical minimum fees begin around $100K and move north from there.
We're proud to describe ourselves as "hunters"--and even prouder to be finders. We find talent in the least likely places through creativity and relentlessness.
We advise on team design, compensation assessments, role optimization strategies and onboarding. We prepare extensive candidate assessments and briefs gleaned from in-depth candidate conversations and explorations. We believe that focused preparation eliminates time wasters and enhances discussions. We work hard to help both our clients and candidates to be over-prepared for that first encounter.
We identify emerging and executive leaders across financial services, data science and technology, healthcare and nonprofits.
For our contingency services...
we place candidates in Director-level roles and above. In this model, JR&A is only paid if we make the placement.
Most contingency searches focus on candidates actively looking for their next job; providing a pool of resumes for lightly vetted prospects.
JR&A goes against this grain.
All our searches, whether retained or contingency, are driven by a laser-like focus in providing customized results. We employ an extensive global network in order to build a pool of active and passive candidates uniquely matched to your job specifications. We test and refine the process along the way, until you're fully satisfied that the first few interviews are the best use of your time and ours.
We work quickly never because we're chasing a fee. We'd rather lose a contingency fee (through competitive sourcing) and gain your trust. We chase high-caliber talent who will help your business to soar.
A few examples of our position specializations include:
'a la carte' Option
Recognizing that there are times when clients may not require the full 'menu' of search support, JR&A also provides an 'a la carte' option. Through this offering, we can supplement clients' resources and networks to help jumpstart their search process. At times this may simply mean providing a list of potential candidates for a client's internal recruiters to contact, supplemented with researched biographical reports. Other times, clients may be interested in qualified, fully vetted candidates to move through the interview process. For a flat-fee of up to $12,000, you will receive the best of what JR&A offers, according to your specifications.
Our team has worked across multiple sectors, holding influential roles in C-Suite and other leadership capacities, in both the domestic and international arenas.
We have access to a global talent network, a robust ATS, creative smarts, and the ability to find talent to fill traditional and non-traditional roles.
We possess an acute understanding of the expectations of all types of stakeholders—whether they are shareholders, volunteer leaders, community members, business owners or team leaders.