KAREN SHNEK LIPPMAN EXECUTIVE SEARCH
recruiting for complex leadership positions
director + sr. director + vice president + svp
gm + president + c-level
ABOUT KAREN SHNEK LIPPMAN
I launched Karen Shnek Lippman Executive Search to fill a void I observed over and over again in the talent acquisition marketplace:
Timely, high-quality results.
Company hiring leaders weren't seeing multiple, highly-qualified candidates to fill the open, often senior-level and specialized positions, on their teams.
I heard the same hiring challenges over and over again:
"My recruiter hasn't presented any viable candidates. HR posted the position three months ago."
"Our internal recruiter doesn't know know how to recruit VP-level talent."
"The search firm told us they've exhausted the (CITY OR REGION) market. They can't find any more candidates."
And my perennial favorite ...
"Our head of talent acquisition hired two different search firms for $150,000 per search, and neither search firm delivered the right candidates. I had to hire a search firm myself, and take the money out of my management consultant's budget."
At Karen Shnek Lippman Executive Search, we present multiple, highly-qualified and thoroughly interviewed candidate per position, starting within weeks of beginning a search.
Our goal is to present the hiring leader and the hiring team, with multiple high-potential candidates to choose from, to compare and contrast, not just one.
We embrace the challenge of finding talent for complex, often hard-to-fill, multi-hypenate and/or confidential positions.
Most important, we treat every person on the hiring team as well as candidates, like "valued customers."
The talent we identify and recruit doesn't just match the position title and compensation. Each is fully capable of solving unique business challenges -- whether that's driving revenue growth, product innovation, on or offline experiences, and/or customer acquisition.
We audit the external marketplace before the search for talent even begins, to discover where the best talent for one singular, often specialized position "lives."
We prepare a customized "search strategy" per position -- to ensure alignment amongst the hiring team. To manage expectations and avoid common hiring mishaps.
Searches always evolve as business needs evolve, often driven by external factors like M&A, geopolitics, regulation, or a leadership transition. Knowing how to pivot and adapt as searches evolve is key. That takes experience.
We search deep and wide for the best candidates, primarily "passive" talent, using LinkedIn Recruiter, GenAI, and many other targeted "channels
💡"Passive" implies an executive who is not actively job hunting.
Knowing how to set up a search for success before it starts and being able to anticipate what could happen along every stage of the search process = the key to a successful search.
What does a successful search look like?
A happy hiring leader and candidate.
A successful search is a "process," and understanding how to guide all company stakeholders through that process is an art.
Among the many industries whose B2B and B2C companies we're in and out of regularly:
Advertising, Adtech, Retail Media
Automobile
Aviation
Big Technology
Blockchain
Cable & Network TV
Cloud
CPG
Devices
Financial Services & Fintech
Government
Hardware
Healthcare
Hotels
Logistics
Luxury
Management Consultancies
Media & Entertainment
Mobile
Online Marketplaces
Private Equity
Professional Services
Publishing
Reseach & Measurement
Restaurants
Retail
Satellite
Software
Streaming
Supply Chain
Telecommunications
Trade Associations
Transportation
Transport Logistics
Travel
Wireless
Last but not least, Karen Shnek Lippman Executive Search prides itself on operating with a high level of integrity and professionalism. We view our job as being our client companies' "brand ambassdor" for the duration of a search.
PS — on the right is our trusted office mate, Diesel. Many of you already know him from our video chats!
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