Corporate America is in a leadership
crisis. But you don’t have to be.

The Leadership Gap

The most exceptional process yields the most impactful candidates.

Employees are easy to find. Leaders aren’t. Finding and hiring those few exceptional people who get sprinkled throughout a company and propel it skyward is the key to any company’s future. Yet, finding these impressive candidates is difficult in today’s leadership gap. Building and maintaining a bench of true leaders throughout various departments, branches, and locations is important to forge a competitive advantage that will last well into your organization’s future.

“Go after the cream of the cream. A small
team of A+ players can run circles around
a giant team of B and C players.”


So, how are companies finding top talent? The companies that are successfully recruiting exceptional talent have not only optimized the strengths of their own in-house recruiting methods for the majority of openings, but have also recognized the value of diversifying their recruiting strategies to include niche leadership recruiting firms. When it comes to attracting the strongest junior leadership talent possible, successful companies are starting to strategically outsource to fill critical linchpin positions.

When it comes to finding exceptional talent, hiring managers and HR departments around the globe are beginning to objectively assess the effectiveness of their current recruiting for junior leadership roles. Traditional recruiting firms and in-house recruiting processes are designed for, and very effective at, filling experienced-based roles, servicing the majority of hiring needs. However, hiring key junior leaders - top performers who stand out and make a difference, the ones who motivate entire departments, innovate distribution centers or inspire sales teams - requires diversification in your recruiting reach.

Why In-House and Typical Outsourced Recruiting Methods Struggle to Expose Leaders:

They all rely heavily on social media, job boards, and industry websites, creating resume backlogs of average applicants that burn through immense time and money.

Typical recruiting strategies include casting your net into the same pool of candidates time and time again, cycling through the same resumes — ones your competitors are seeing as well.

When searching for extraordinary leaders, streamlining often treats every position the same and ends up being a “one size fits all” approach.

Most in-house recruiting methods solicit, review, and hire based on resume experience without exploring a person’s leadership capabilities (character/personality). The result? An abundance of subject-matter experts with little to no leadership potential.

It takes an extraordinary amount of time to find, screen, and build relationships with candidates in order to truly reveal exceptional leadership potential. Cameron-Brooks spends an average of 12 months building a relationship with a candidate prior to introducing him/her to a company.