Employer FAQs

What types of roles does Helbling recruit for?

We conduct executive searches for roles in middle/senior management and C-suite of various functions within our focus disciplines of facilities management; architecture, engineering, and construction; and real estate development. Our clients include colleges and universities, healthcare systems, cultural institutions, public agencies, construction contractors and managers, architecture and engineering firms, real estate developers, and corporations, as well as other types of organizations such as private-equity and holding companies.


Whom do I contact about a potential search?

Please refer to our Contact page to determine which Managing Director (Regional) to contact. You may also call our office at (724) 935-7500, and we will direct you to the appropriate person.


Does Helbling focus on a specific geographic region?

We conduct searches throughout the United States and in select international locations.


What is Helbling’s fee?

Our fee is one-third of a candidate’s first year’s compensation package.

As a client, what is expected of me and my organization during the search process?

We recommend the following articles to understand a hiring organization’s role in the search process:


How does Helbling address diversity and inclusion? 

Helbling values diversity and believes that an inclusive workforce adds to the strength of an organization. We are committed to proactively sourcing a pool of highly qualified candidates who are diverse in many ways and can bring a variety of perspectives to our client. We have a strict policy against discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status or disability, age, or any other status protected by law.  

In approaching our assignments, we focus on targeting organizations within a geographic area and business sectors that would employ individuals who can perform the targeted function. We then conduct research to identify any and all prospects within the organizations and strive to contact all to generate interest of passive candidates. As a natural result, these activities tend to generate a diverse pool of candidates. As part of our process, we also proactively network with and perform direct outreach to women, minorities, and members of historically under-represented groups.    

We have experience in tracking EEO compliance information, and we are prepared to track and report such information in the manner that our client requires. We ensure any material shared with candidates or the public include our client’s approved EEO language; this would include all position descriptions and advertisements.


Does Helbling offer a client portal to share search-related information?

Yes, our client portal is a secure site that can be customized to the needs of each client. It is used to share information related to a specific search such as: search calendar, search plan, candidate resumes and references, interview schedules, and other correspondence between our firms.

How do I determine if my organization should consider engaging a search firm?

While many positions can be filled utilizing traditional recruitment methods, there are certain roles that are critical and require competencies, skills, and mindsets that are not easily found in candidates through standard means. In these cases, many organizations engage executive search firms for assistance. For more insight, read Is It Time to Engage a Search Firm?.  


What initial questions should I ask search firms when comparing them?

Prior to partnering with a search firm, we recommend performing due diligence to inquire about the firm’s experience, capabilities, specialties, and search process. By considering these aspects, you can perceive how well they will represent your organization, if you want to work with them, and how strong the return on your investment can be. Read more at How To Work With A Search Firm: Questions To Ask Before Engaging Them


How does retained executive search differ from contingency executive search?

In retained search, a hiring organization exclusively engages a search firm to identify, attract, and secure a professional with a specific background for a position within their organization. A retained search is typically performed on a consultative basis. A competitive analysis is performed, and the structure and environment of the client company are discussed and understood prior to initiating the search. A customized strategy is then developed that takes into consideration the client’s current needs and short- and long-term goals. At the same time, candidates are comprehensively evaluated on their skills, expertise, career objectives, character traits, and family dynamics to ensure that all of these complement our client’s role and corporate culture, which enhances the selected professional’s long-term success with the organization. 

In contingency search, a company pays a fee to the search firm only if an individual is placed. Because there is no formal engagement between the search firm and the company, there is no shared commitment and focus, and the process is considered transactional.

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