Executive Search

The Odyssey Group’s Executive Search division is dedicated to providing exceptional service across a diverse range of industries. We help our clients identify and attract the talent they need to compete in today’s increasingly complex business landscape and achieve long-term organizational success.

With more than 30+ years of combined Image of two young businessmen using touchpad at meetingexperience, we know what’s at stake when hiring new leadership. Trust, discretion, and collaboration are paramount, which is why we seek to build meaningful relationships with our clients and candidates throughout the course of their careers.

As a result, we have built an extensive network of high performing talent, from up-and-comers to established C-level executives alike. We leverage these connections to find and place the best talent with the unique cultural qualifications required to succeed both immediately and into the future.

Finding talent on your own can not only become extremely time-consuming, but surprisingly expensive. Working with an array of various businesses and organizations, we pride ourselves on our effort to not only deliver you the best possible candidates, but also in a timely manner so work flow remains fluid. With security in mind, all of our candidates are subjected to strict background checks, along with resume reference confirmations.

Contingency Search

A contingency search by definition means that the search firm will only collect a fee if they find and place a suitable candidate for the position in question. Therefore, regardless of the number of qualified candidates presented, if none are ultimately hired, the search firm in question earns nothing. A strict contingency search means that there is no exclusivity to the arrangement and therefore the client company is free to use other search firms or source other candidates on their own.

Fees for contingent searches are typically a percentage of the hired candidate’s annual compensation. If you feel strongly that the contingency search is best for you and your company, begin the process only when you are absolutely certain you are ready to fill the position. Once we receive all pertinent information from our clients and deem the search to be of good potential, you will receive a high level of attention.

Retained Search

The retained method is most effective for an organization that has an urgent and critical need that requires immediate attention or when you’ve tried everything else and nothing is working.

Once retained for a search assignment, we meet with the executives responsible for the hiring decision to discuss the specifics of the job. During our information gathering session, we develop an understanding of the clients needs and position requirements, the goals and expectations, and the reporting and working relationships. We also gain an understanding of the personalities and backgrounds of the client’s senior executives, for we have found that the better we know a company and its culture, the more effective we become as consultants.

What facilitates our search process, and in part makes us more effective than other search firms, is our ability to identify and access talent. We cultivate and accumulate.

Following our initial visit we follow this six-step process:


  • Compile a list of target organizations, potential candidates, and sources.
  • Search our firm’s database for: candidates, directories of companies, associations, reference materials, and related prior assignments for qualified prospects.
  • Review the requirements of the position with corporate employees and center-of-influence to identify potential candidates and sources.

Recruit Candidates

  • Initiate our direct mail, call, and referral campaign to targeted sources and candidates.
  • Conduct initial screening.
  • Gather candidate resumes and background information.

Interview Candidates

  • Follow EEOC guidelines in the interview and candidate selection process.
  • Interview candidates who have the best credentials and “fit”, evaluating their suitability and competence in relation to the position specifications.

Present Candidates to Client

  • Submit pertinent information and an interview report on each final candidate.
  • Arrange for the interview process and participate in the evaluation of the candidates to the extent we mutually deem appropriate.

Negotiate and Extend Offer

  • Assist in the final negotiations, as appropriate, with the final selection and offer.
  • Serve as an intermediary to help work out details which may have a significant bearing on the acceptance of an offer.

Follow-up with Client and New Employee

  • Stay in contact with the successful candidate during transition period, provide assistance and support as client and new employee adapt to the new relationship.