Question 1

What's different about searching for an owner-managed business?

Accepted Answer

Owner-managed businesses are not corporate. The senior leader you bring in often becomes a true partner to the founder or family owner, operating without the layers of staff and infrastructure that a corporate executive would take for granted. Cultural fit, judgment, and trust matter as much as technical credentials, and the wrong hire is far more disruptive in a smaller, founder-led environment. That's why we don't recruit for everyone. We've spent more than 30 years placing senior executives into Canadian owner-managed and family-owned businesses. We know what works in this environment, and what doesn't.

Question 2

What industries does Osborne Search Partners specialize in?

Accepted Answer

We specialize in executive search across manufacturing, distribution, wholesale, retail, natural resources, service, food service, real estate and consumer packaged goods (CPG). Our deep understanding of these sectors allows us to identify leaders who not only have the right skills but also understand the unique challenges of your industry.

Question 3

What types of executive roles do you recruit for?

Accepted Answer

We recruit for senior leadership positions including CEOs, COOs, Presidents, Division Presidents, General Managers, VPs of Operations, VPs of Sales, Plant Managers, Directors of Supply Chain, and other C-suite and senior management roles. If it's a leadership position that drives your business forward, we can help.

Question 4

What is the difference between a COO and a VP of Operations?

Accepted Answer

A COO (Chief Operating Officer) is typically the second-in-command and oversees all operational aspects of the business. They are responsible for the day-to-day running of the company and report directly to the CEO. A VP of Operations focuses specifically on the operational functions such as manufacturing, logistics, and supply chain. They typically report to the COO or CEO and have a more focused mandate than the broader COO role.

Question 5

How long does a typical executive search take?

Accepted Answer

Most searches are completed within 8 to 12 weeks from the launch of the engagement. We can usually produce a short list of thoroughly qualified candidates within three weeks of launching the search. The remaining time is allocated to the interview process and offer negotiation.

Question 6

Where in Canada do you recruit?

Accepted Answer

We focus exclusively on Canadian owner-managed and mid-sized businesses. Our network and expertise are deepest in Canada, from the GTA and Southwestern Ontario through Quebec, the Prairies, BC and Atlantic Canada. We're headquartered in Toronto and we've placed executives across every major metro and many regional markets. If your city or region isn't listed on our Service Areas page, get in touch. Chances are we've done a search there.

Question 7

What does an executive search engagement cost?

Accepted Answer

Our fees are competitive and transparent. We work on a retained basis, which means you know exactly what the engagement will cost before we begin. Fees are typically structured as a percentage of the first year's total compensation for the role. We're happy to discuss specific fee structures during our initial consultation.

Question 8

What's the difference between a placement agency and an executive search firm?

Accepted Answer

Placement agencies typically specialize in an industry or function and work on a contingency fee basis (you don't pay unless you hire someone from them). They usually have a stock of qualified candidates on hand. Executive search firms like Osborne Search Partners work on retainer and proactively canvas the market to find the best possible candidates, including those who aren't actively looking. We specialize in senior leadership roles where cultural fit and strategic alignment are critical.

Question 9

Do you guarantee your placements?

Accepted Answer

Yes. We offer a one-year, no fault, full replacement guarantee on every executive we place. If the executive doesn't work out for any reason within the first year, we will conduct a replacement search at no additional fee.

Question 10

How do you ensure cultural fit?

Accepted Answer

Cultural fit is a cornerstone of our search process. We invest significant time at the outset of every engagement to understand your company's values, leadership style, decision-making processes, and team dynamics. We then assess candidates not just on their technical qualifications but on how well they align with your organization's culture and the specific personality traits that will make them successful in your environment.

Question 11

Is relevant industry experience important when hiring a senior executive?

Accepted Answer

At the senior executive level, you're hiring someone not just for their functional expertise, but for their operational and overall business acumen as well. Industries often have issues that are specific to that sector, whether it's supply chain complexity in manufacturing, seasonality in food service, or regulatory challenges in natural resources, and knowledge of those issues is often important to the executive's overall success.

Question 12

Are job boards effective in recruiting senior executives?

Accepted Answer

Job boards will give you access to executives who are actively on the market. However, active candidates only comprise about 15% of all available candidates. The vast majority of potential executive candidates are passively on the market. They know that they'll need to make a move sometime in the next year or two but they're not focused on looking for a new position. A retained executive search firm can reach these passive candidates on your behalf.

Question 13

How should I structure a compensation package for a senior executive?

Accepted Answer

Executive compensation should include a base salary that is competitive for your market and company size, plus a performance-based bonus tied to specific, measurable objectives. For senior roles, bonuses typically range from 20% to 40% of base salary. We recommend tying bonus metrics to three to five key performance indicators that align with your company's strategic goals. We can advise you on competitive compensation benchmarks for your specific industry and market.

Frequently Asked Questions (FAQs)