The standard executive search slate contains three to four candidates. AESC member firms and most retained search practices converge on this number for a reason — and it isn’t the one you’ve been told.
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Every salesperson on LinkedIn was President’s Club. Every resume shows quotas exceeded, records broken, number one on the team. But in a thirty-year career, nobody was at the top for thirty years in a row.
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The best executive search firms for sales roles offer far more than a database of resumes. They act as strategic partners—helping organizations scope the assignment, and then rapidly identify, assess, and onboard leaders who can drive sales performance, transform go-to-market strategies, and align with culture.
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On the surface, it’s a compelling proposition: faster, cheaper, scalable. But beneath the surface lies what I believe is a fundamental truth: when it comes to critical leadership roles like sales, AI alone is not enough.
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Family-owned businesses are the backbone of many economies - including the US and Canada, where they account for 87% of all companies. When these businesses seek to accelerate growth or modernize their sales function, they increasingly turn to fractional sales leaders.
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“How much is it?” It’s a fair question. But when it comes at the very start—before any discussion of process, deliverables, or outcomes—it presents a challenge.
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These professionals offer an effective alternative to traditional recruiting, consulting, or training, and certainly surpass the option of doing nothing and hoping for the best. The key to their success lies in finding the perfect match—bringing in someone who has "been there and done that."
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What's the difference between a matchmaker and a recruiter in this context? And which path should you take to give your company the best chance at landing an A-player for those mission-critical senior roles?
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In the business world, the term "skills gap" is frequently thrown around, often as a scapegoat for hiring and recruiting challenges. However, it's essential to dive deeper into the concept to truly understand what the skills gap is, its implications, and why it might not be the root cause of the issues employers face.
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The Fractional Executive does not come with any of the add-ons (paid days off, benefits, recruiting fee, productivity losses), and their engagement is also right-sized to the business needs in terms of talent and time, and they are immediately available.
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