KAREN SHNEK LIPPMAN EXECUTIVE SEARCH
recruiting extraordinary talent
director + vice president + 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:
A lack of 1:1 high-level, professional and attentive service.
At Karen Shnek Lippman Executive Search, we approach every search like a management consultant, finding and recruiting exceptional senior and C-level talent for companies' complex, often hard-to-fill, specialized, and/or confidential positions. Talent that provides actionable solutions to solve business challenges and drives growth and innovation.
We audit the external marketplace before the talent search even begins, to discover where the best talent for one singular, often specialized position "lives."
At what companies?
In what industries?
At what levels, titles, and compensation?
What will be our biggest search challenges?
Next, we prepare a customized "search strategy" to ensure alignment. To make sure that who we are searching for aligns with the hiring leader's expectations, at this initial phase of the search.
💡Searches always evolve as business needs evolve, often driven by external factors like M&A or a leadership transition. Knowing how to pivot and adapt as searches evolve is a "must have," not a "nice to have," when recruiting leadership talent.
Once aligned with the hiring team, we "go to market," searching deep and wide using LinkedIn Recruiter, GenAI, and other targeted "channels, to identify highly-qualified, often "passive" candidates who match the company's mission-critical business needs, culture, team dynamics, and org chart.
💡A "passive" candidate = an executive who is often gainfully employed, but not actively job hunting.
Knowing how to set up a search for success before it even starts is the key to a successful search.
What does success look like?
Success = identifying and presenting multiple, highly-qualified, thoroughly-interviewed candidates for the hiring team to compare and contrast, within weeks of beginning a search, not months.
A successful search is a "process," and knowing how to guide company leadership and other stakeholders, like investors and senior-level candidates, through the entire process to successful completion (i.e., offer acceptance), is a skill.
I function as the hiring team and candidates' dedicated "sherpa" for the duration of the search.
The companies that trust me with their high-stakes hiring consider me a strategic business partner. They choose to work with my search firm because they expect exceptional results and rely on me for my domain expertise and "recruiting" leadership -- my demonstrated ability to navigate the search process and produce the right results.
Most importantly, they rely on me to accurately assess talent -- whether a candidate applied to the job online, was referred by the CFO, or "discovered" during the executive search process.
There is no talent acquisition problem I can't solve, no machine I can't tame or optimize. I lead with data and facts based on the market, not "hot takes."
I've earned a robust, loyal, and global candidate network by delivering timely, thoughtful, and professional communications and operating with integrity.
Among the many industries I've successfully recruited talent for and out of:
Advertising, Adtech, Retail Media
Big Technology
Blockchain
Cable & Network TV
Cloud
CPG
D2C
Data & Analytics
E-Commerce
Financial Services & Fintech
Hardware
Healthcare
Hospitality
Hyperscalers
Logistics
Luxury
Management Consultancies
Media & Entertainment
Mobile
Private Equity
Professional Services
Public Relations Agencies
Publishing
Reseach & Measurement
Retail
Saas/Software
Streaming
Supply Chain
Telecommunications
Trade Associations
Transportation
Transport Logistics
Travel
Wireless
Last but not least, I absolutely love what I do!
PS — on the right is my trusted office mate and pandemic rescue, Diesel. Many of you already know him from our video chats!
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