A boutique retained search firm where seasoned recruiters do the work.
For more than 25 years, Fischer Group International has fulfilled — and often exceeded — the needs of clients recruiting for their most important leadership roles.
Who we are
Senior search, handled personally.
Fischer Group International, LLC is a leading boutique, retained executive search firm. We recruit for all functions across an organization that pay a base plus short-term bonus of $250,000 and up:
C-suite
General Management
Sales
Marketing
Operations
Supply Chain
Finance
Human Resources
Information Technology
Research & Development
Engineering
The industries and geographies we serve are broad by choice. We chose the generalist model to avoid the extensive off-limits restrictions that large, regional and specialized firms often face — restrictions that stop them from contacting talent at their long lists of clients. With a broad client base, we recruit from a much larger pool of target companies, and we present our clients with the best and most qualified candidates in the marketplace.
Our success rests on being a low-volume, high-value firm. Our recruiters work on only two searches at a time, so each client receives our complete attention, and each search is executed with quality, urgency and complete focus.
Our clients
Fortune 500 companies, private-equity portfolio companies and other industry-leading organizations, from $40 million to more than $50 billion in revenue.
Private equity
A dedicated sub-practice staffs the portfolio companies of private-equity firms.
Your recruiter
Works on only two searches at a time, and never passes your assignment down to junior staff.
Instinct and experience
Our value is the instincts, experience and methodology we bring to every assignment — and an intimate understanding of the organization we are recruiting for.
Low volume, high value
Our recruiters work on only two searches at a time, so every client receives our complete attention, urgency and focus.
Constant candidate flow
Every client receives a steady flow of qualified candidates and a written status report each week.
Our search process
Proven, well-established — and the same on every assignment.
The process is designed to identify the best in class, evaluate them thoroughly and present a shortlist of recommended candidates within an agreed time frame.
01
Weeks 1–2
Launch the search
We meet your executives to understand the role, the organization and its culture before a single candidate is contacted.
Meet the relevant client executives to gain a clear understanding of the position.
Define the skills, knowledge and abilities required, offering fresh perspective on how you might think about the need.
Analyze the challenges unique to your organization and the role, so we represent you accurately to candidates.
Write a customized position and candidate specification — company, role, responsibilities, goals, key challenges and the competencies required for success.
Agree on the priorities that will shape the search.
02
Weeks 1–2
Set the strategy
A geography-first plan and a target list of companies with the right talent, built from research and our own relationships.
Establish a geography-centric approach — saturate the local market first to avoid relocation, and widen only as needed.
Research the companies and sectors where people with the right skills and qualifications are doing the job today.
Supplement the research with our relationships with senior executives across industries and functions.
Compile a target list of companies for your comment and approval.
03
Weeks 3–8
Recruit, assess & evaluate
We approach and persuade the strongest people, interview them in depth, and report to you every week.
Approach potential candidates — few off-limits restrictions means we can go after the best person for the role.
Present a first candidate who meets every qualification; every candidate after will be as good or better.
Conduct rigorous competency-based interviews against the position specification.
Reformat every résumé consistently so candidates can be compared efficiently.
Perform discreet referencing with trusted industry sources where possible.
Send a written progress report every week.
04
Final weeks
Close & follow up
We help structure an offer that lands, then stay in touch with you and your new leader long after the search closes.
Guide the often-complex offer process, using what we have learned throughout the search to put together an attractive package.
Follow up with the successful candidate and the hiring executive to ensure a smooth transition.
Keep following up long after the search is complete.