Faster talent mapping reaches the right candidates while they are still reachable. Executive search quality is usually discussed as an assessment problem. Can the firm judge technical depth? Can it read leadership style? Can it test motivation, cultural fit and stakeholder maturity? Those things matter. A search firm that cannot assess candidates well should not be running senior mandates. But assessment starts too late to explain the full difference between a weak shortlist and a strong one. Before assessment, there is a more basic question: who did the firm actually reach? A search firm can only select from the candidates it has engaged. If the engaged pool is narrow, stale or built too slowly, even strong assessment will only identify the best person inside a limited sample. The best candidate in the market may never have entered the process. That is why, after thirteen years running
source https://kitalent.com/articles/speed-is-not-the-enemy-of-quality-in-executive-search
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