KAREN SHNEK LIPPMAN EXECUTIVE SEARCH
strategic recruiting
for discerning hiring leaders
director + sr. 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:
The lack of high-level, professional and attentive service being given to hiring leaders (often C and VP-level executives as well as company co-founders) and candidates, throughout the talent acquisition "journey."
Every day, I would speak to company leadership who shared the same stories, over and over again, about their attempts to use their internal recruiting and talent acquisition resources, as well as external search firms, to find the right talent for their teams ...
"The recruiter hasn't presented any viable candidates, and we posted the position two months ago."
"We have internal recruiters but they don't know know how to recruit senior-level talent."
"The search firm told us there are no more candidates in CITY NAME and we'll have to relocate someone or scope the position as remote if we want to see candidates."
"I was ghosted after four interviews."
And my favorite ...
"Our head of talent acquisition spent $300,000 hiring two different search firms, and neither delivered candidates. I had to hire a search firm myself, and take the money out of my management consultant budget"
At Karen Shnek Lippman Executive Search, we present multiple, highly-qualified and vetted candidate for every position, starting within weeks of beginning a search. The goal is for the hiring leader to have multiple high-potential candidates to choose from, to compare and contrast, not just one.
We approach executive search, how we go about finding the best talent possible (not available) for each role, through the lens of a management consultant -- strategically.
We embrace the challenge of finding and recruiting senior and C-level talent for complex, often hard-to-fill, multi-hypenate and/or confidential positions.
We treat every person on the hiring team as well as candidates, like "valued customers," VIPs.
The talent we identify and recruit doesn't just match the title and compensation offered by the company. Each candidate we identify, recruit, interview and present to the hiring team, is capable of solving business challenges, driving business growth and innovation, and creating "experiences" that deliver value to boards, employees, and other stakeholders.
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."
At what companies?
In what industries?
At what levels, titles, and compensation?
What will be our biggest search challenges in engaging and attracting that talent and how can we overcome them, given the company's salary range and other factors like location?
We prepare a customized "search strategy" for each search -- to ensure alignment. To make sure that who we are searching for aligns with the hiring leader's expectations, before the search for talent begins.
💡Searches always evolve as business needs evolve, often driven by external factors like M&A, geopolitics, changes in regulation, or a leadership transition and 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 busy executives on different time zones, through the entire search/hiring process thru successful completion (new hire starts working in the role, not offer acceptance), is a skill. It's an art.
Essentially, Karen Shnek Lippman Executive Search functions as the hiring team and candidates' dedicated "sherpa" for the duration of the search.
The hiring leaders who trust us with their most transformative and high-stakes roles consider us a strategic business partner. They expect and demand exceptional results. Why shouldn't they?
Most importantly, hiring leaders rely on us to accurately assess talent, whether a candidate applied to the job online or was referred by the CFO, far beyond technical and job-function-specific skills.
We lead with data and facts based on our deep domain expertise, our knowledge of the marketplace -- not "hot takes."
Among the many industries whose executives we've recruited talent from or into:
Advertising, Adtech, Retail Media
Big Technology
Blockchain
Cable & Network TV
Cloud
CPG
D2C
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, Karen Shnek Lippman Executive Search prides itself on operating with a high level of integrity, values, and we absolutely love what we do!
PS — on the right is one of the company's most trusted advisors, Diesel. Many of you already know him from our video chats!
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