Three Reasons to Engage a Retained Executive Search Firm

3 Reasons To Engage a Retained Executive Search Firm

For even the most experienced Human Resource Managers, finding qualified candidates to fill positions is often challenging. Traditional search methods, such as job postings, often tap into a pool of candidates who are seeking employment, but they do not necessarily yield the most qualified candidates or the best fit for the positions. And when one considers that nearly 96% of the working population is currently employed, the pool of potential candidates appears to be even more restricted.

So how might hiring managers alleviate the stress and limitations of these traditional practices, particularly when hiring at an executive level? One common approach is to outsource the search by hiring a recruiting firm.

In today’s post, we will share three reasons why you might want to consider a retained search firm and provide a guide to help determine when to engage a retained search.

The Level of Position

Most often, retained recruiting firms are the best solution when companies or organizations are looking to fill positions that require a unique skill set, are in high demand, or are at an executive level (C-Suite). Because these firms are comprised of more experienced search consultants with extensive business acumen, they are better equipped to address their clients’ needs. Furthermore, retained consultants understand how important it is that they appeal to potential candidates.

When retained search firms reach out to potential candidates, there is a perceived value of the position and of the company. According to business advisor, Cameron Harold, these candidates tend to “take a call more seriously” because the company is willing to invest resources up front to find the correct fit. These executives understand retained searches offer premium services and that the client is committed and willing to go through the best channel to fill the position.

Given their level of service and attention to detail, retained search firms will ensure that conversations with candidates focus predominately on company goals and how the role they are filling is needed to help achieve those goals. Top performers know what they can bring to the table, but they want to hear how their skillset may be an asset to a potential employer.

Retained firms recognize and respect that executive candidates are extremely busy. As a result, candidates typically find the interview process to be very positive with these firms and know that they will receive timely feedback at this level.

Access to More

Retained firms excel at targeting the right and most exclusive candidates. Because these positions often require a unique skillset or are in high demand, the number of candidates that possess the correct backgrounds are limited. More often than not, the best candidates are not actively looking for a change in company or role. These candidates are busy and lack the time and/or desire to look at job boards for new positions. The best candidates are focused on being successful in their current positions or with their current organizations. Companies cannot rely upon finding the most qualified candidates among the unemployed – it is imperative that they have access to a greater percentage of the workforce.

Hiring to fill a position is analogous to purchasing real estate. In real estate, clients have certain criteria for a new home. They may engage a realtor who traditionally scours the MLS to identify current listings that meet the client’s criteria. The problem with this approach is that the MLS is limited to what its available now, not necessarily showing all properties that meet the client’s criteria, including those not on the market. To truly add value and provide the buyer access to all homes, the realtor would need to conduct research to identify all homes, and then knock on the doors or call the homeowners see if they would be interested in selling.

A retained firm will “knock on the doors” of candidates who meet the client’s “buying” criteria. The firm will share with them what is happening in the marketplace, particularly as it pertains to the specific client, and ask if they are willing to “sell”.

Assistance Beyond the Resume

The level of service that clients receive from retained search firms is unparalleled. The Association of Executive Search and Leadership Consultants summarizes this well:

“Executive search firms operate on an exclusive, client-centered basis and bring a deep level of expertise – inclusive of industry knowledge and job functionality – to each assignment. They are engaged in all aspects of the process, from defining the search through candidate integration.”

Retained recruiters do not simply rely on resumes to determine candidates’ qualifications. They develop and employ additional tools, including success profiles, written assessments, and behavioral assessments.

In addition to utilizing the tools above, retained consultants will assist clients with the development of an interview process. The process not only evaluates candidates on the right areas at the right phase, it also creates an experience for the candidates that is positive and leads to hiring. Furthermore, clients are able to take comfort in knowing that they have a dedicated resource developing and executing a search strategy on their behalf. This enables the clients to focus on their day job and use their time evaluating and selecting candidates as opposed to managing the sourcing of candidates, managing multiple contingent firms, and screening candidates.

Finally, retained firms are skilled at consensus building. There are times when clients struggle to find candidates because there are competing interests or biases that interfere with the hiring process amongst members of the interview or selection team. For example:

A non-profit organization, looking to fill an Executive Director position, may be comprised of a volunteer board that includes a CFO and a Marketing/PR Executive. The CFO may feel that finding someone who has a financial background so that they oversee proper spending of the organization’s assets is of utmost importance. The Marketing/PR executive may feel that a candidate with externally facing and relationship builder skills are the most valuable ones required for the position.

Unfortunately, these two skill-sets can be somewhat mutually exclusive and trying to find a candidate with all those attributes could be problematic. Retained search firms serve as third party facilitators in these circumstances. They can hone in on client goals and determine what skill-sets are truly necessary for the role and, thus, mitigate competing interests.

Their Goal is Your Goal

In conclusion, if there is a strong possibility that the organization needs to hire a search firm to fill executive level positions, hiring a retained firm is probably the best option. Clients receive the best value for their investment when they hire retained firms. Not only are the overall fees similar between retained search firms and other providers, but they go above and beyond to put their clients’ interests first. Other providers only receive compensation when their candidate is hired, so their goal is for the client to hire their candidate, not necessarily the best candidates. Retained firms, however, are able to provide unbiased feedback without fear of jeopardizing their fee. This factor enables them to look out for their clients’ best interests and be fully committed to achieving the clients’ goals – something hiring managers should definitely keep in mind! A retained search firm’s goals are the same as the client’s goal - which is about hiring the best candidate.

Ready to hire a retained search firm? Feel free to contact 180one and we’d be happy to assist!

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New Opportunity: Chief Financial Officer

By Effie Zimmerman • October 13, 2026

Chief Financial Officer ABOUT THE COMPANY Kenworth Sales Company is a multi-generation, family-owned commercial truck dealership founded in 1945 and headquartered in West Valley City, Utah. With more than 1,400 employees across 38 locations, the company provides comprehensive truck sales, parts, service, leasing, rental, and financing solutions throughout the Intermountain West and Mid-Atlantic regions. Recognized as Kenworth Dealer of the Year in both 2020 and 2025, Kenworth Sales Company has built its reputation on quality products, superior service, and a long-standing commitment to its customers and communities. ABOUT THE POSITION Reporting directly to the President, the Chief Financial Officer provides strategic leadership and oversight across accounting, financial reporting, compliance, information technology, security and risk management, finance, and treasury. As a key member of the senior leadership team, the CFO plays an integral role in shaping the Company’s business strategy, financial direction, capital planning, and overall operations. Essential Duties and Responsibilities SENIOR MANAGEMENT Actively participate as a member of senior management to execute the company’s business strategy. Establish and maintain effective working relationships with the dealer principal, board of directors, family business council, president, COO’s, and senior management. Ensure compliance with the company’s vision, mission, and values. Coordinate the preparation of annual business plans for all departments, including forecasts for future business growth, general economic, industry, and financial conditions. Analyze financial operations and identify areas of improvement. Develop innovative and effective financing strategies to support Company operations and growth. Evaluate growth opportunities including valuation analysis, due diligence, financing, risk assessment, purchase agreement support, and post-acquisition integration planning. Develop and foster productive relationships with outside tax, legal, accounting, banking, insurance, and investment advisors as appropriate to support succession planning for ownership and management. FINANCIAL REPORTING Supervise the company’s accounting and financial reporting systems. Ensure financial statements fully and accurately represent the financial position of Company operations and comply with GAAP standards. Design, maintain, and enforce appropriate internal controls, approval authorities, segregation of duties, financial policies, and fraud prevention processes to safeguard Company assets and ensure the integrity of financial reporting and business practices. Ensure reporting compliance with government authorities and regulators, franchisors, and funding institutions. Engage and coordinate all audit functions as directed by the board of directors. Coordinate and supervise internal audits for compliance with Corporate financial standards and related Company policies and procedures. Develop and maintain financial dashboards, key performance indicators, variance analyses, and management reporting tools that provide Management timely insight into financial performance, profitability, liquidity, departmental results, and emerging business trends. RISK MANAGEMENT Supervise the company's risk oversight, including the identification, management, and remediation of physical, virtual, reputational, financial, strategic, and operational risks inherent in all Company operations. Engage and effectively manage physical damage, liability, and business operations insurance coverage, loss prevention, cybersecurity, etc. CASH MANAGEMENT Supervise the company's cash flow. Develop and review pro forma financial and cash flow forecasts to ensure adequate money supply for Company operations. Oversee customer account services, including the receivables process. Develop and maintain strong banking and lender relationships including credit facilities, borrowing capacity, debt obligations, lender reporting, covenant compliance, and other treasury activities. Administer the company's financial obligations, ensuring compliance with contract terms including accounts payable and payment schedules. INFORMATION TECHNOLOGY Supervise the company’s information technology (IT) program, including cybersecurity oversight, systems reliability, data protection, software and vendor management, disaster recovery planning, business continuity support, and technology initiatives. QUALIFICATIONS Bachelor’s degree in accounting, finance, business, or related field required; MBA and/or CPA preferred. Minimum of 10 years of progressively responsible experience in senior financial, accounting, or audit roles, with experience operating at a leadership level. Strong knowledge of GAAP, financial reporting, corporate compliance, financial analysis, acquisitions, and negotiations. Experience with business operations, information technology, and/or the heavy-truck or commercial vehicle industry preferred. Demonstrated ability to lead, develop, and retain high-performing teams while improving organizational effectiveness. Excellent communication, interpersonal, organizational, time-management, and decision-making skills. Ability to analyze complex business issues, develop sound financial and business-case recommendations, and communicate them effectively to senior leadership. Ability to work independently, manage multiple priorities, and operate effectively in a fast-paced, changing business environment. Willingness and ability to travel as needed for business purposes. Interested in Learning More? 180one has been retained by Kenworth Sales Company to manage this search. If interested in learning more about the opportunity, please contact Lisa Heffernan / 971.256.3076/ lisa@180one.com .

New Opportunity: General Manager- Leasing

By Effie Zimmerman • September 16, 2026

General Manager- Leasing ABOUT THE COMPANY With roots dating back to 1938, The Papé Group is the West’s leading supplier of capital equipment solutions. Today, Papé operates across nine states with over 4,000 team members, proudly representing premier brands including John Deere, Kenworth, Hyster, Ditch Witch, and more. What sets Papé apart is its commitment to long-term relationships, both with customers and employees. As a fourth-generation, family-led business, Papé believes in the value of a handshake, the importance of service, and the impact of leadership that stays close to the work. Papé Kenworth is one of the largest Kenworth truck dealers in the Western United States, providing sales, leasing, rental, parts, and service for medium and heavy-duty trucks. Founded in 2007 as part of Papé Group, the division supports commercial fleets and owner-operators with a commitment to maximizing uptime through exceptional customer service, expert technicians, and a network of locations across the West. ABOUT THE POSITION Reporting to the President of the Papé Kenworth business, the General Manager (GM) of Leasing will be responsible for all Papé PacLease company operations and performance. General areas of responsibility will include business planning, profitable business growth, asset management and profitability, vehicle maintenance standards, and the profitable sale of vehicles at the end of the leasing term. Additionally, this position will oversee the short term rental fleet and lease return sales, contract maintenance, rental performance, and financial and personnel management for this division. This role demands a strategic mindset, operational oversight, and a strong leadership presence to guide branch teams in delivering outstanding service, sales, and profitability. Essential Duties and Responsibilities Develop and execute the overall strategic plan for the leasing division, including revenue, profitability, fleet growth, operational standards, utilization, customer service, and retention. Establish annual and long-term business plans, budgets, forecasts, and performance goals. Drive revenue growth while maintaining disciplined control of expenses and operating costs. Manage fleet acquisition costs, depreciation, residual values, financing costs, maintenance expenses, insurance, and other major components of leasing profitability. Oversee the acquisition, deployment, utilization, maintenance, and disposition of fleet vehicles. Develop and manage processes and procedures for management and tracking of assets, including accurate visibility into lifecycle costs and total costs of ownership. Lead and develop the sales team and strategies for sales and customer acquisition. Establish a disciplined sales process, pipeline process, and forecasting. Ensure compliance with all applicable federal, state, and local regulations. Recruit, develop, motivate, and retain a high-performing leasing organization. Collaborate with dealership leadership to create a unified culture and operating strategy for the Leasing business. CANDIDATE PROFILE The ideal candidate brings a proven track record of successful management experience in commercial truck leasing or dealership environments. Key strengths include: Proven track record of successful management experience within the dealership or leasing environment. Demonstrated experience in developing teams, setting performance goals, and achieving sales targets. Experience developing and executing sales strategies that consistently exceed revenue and profitability targets. Experience leading and developing standard operating procedures for lease operations, asset maintenance and utilization, customer qualification, lease structuring and pricing, long-term leasing contracts, and customer communication. Preferred Bachelor’s degree is preferred, or equivalent combination of education and progressively responsible industry experience. 10+ years of progressive leadership experience in truck dealership or leasing sales and operations. Minimum of 5 years in leadership roles. Interested in Learning More? 180one is an executive search firm and is assisting Papé Group in this search. If interested in learning more about the opportunity, please contact Tom Haley/ 503.334.1350/ tom@180one.com .

New Opportunity: Chief Operations Officer

By Effie Zimmerman • August 13, 2026

Chief Operations Officer ABOUT THE COMPANY STUDSON is a fast-growing safety technology company based in Sherwood, Oregon, redefining industrial head protection. Founded in 2019, the company designs premium Type II safety helmets that incorporate advanced impact protection technology commonly found in sports helmets, helping construction and industrial workers get home safely every day. Driven by innovation and a strong mission, STUDSON is challenging a century of conventional hard hat design and is quickly becoming a recognized leader in the industrial safety market. ABOUT THE ROLE STUDSON is transforming industrial head protection through innovative technology, premium product design, and an uncompromising commitment to worker safety. Having established a strong market position and a solid operational foundation, the company is entering its next phase of growth. To support that growth, STUDSON is seeking a Chief Operating Officer to build the organizational operating system that will enable the business to scale while preserving the speed, innovation, and entrepreneurial culture that define the company today. Reporting directly to the Founder & CEO, the COO will be responsible for translating strategy into disciplined execution across the organization. While overseeing the company's operational functions—including supply chain, sourcing, planning, customer success, and quality —the primary mandate is broader: to create alignment, accountability, and repeatable processes that allow the organization to execute consistently as it grows. This executive will partner closely with every functional leader to improve cross-functional collaboration, strengthen decision-making, and establish operational processes that allow the business to move faster with greater clarity. Success will not be measured by maintaining operations, but by building an organization capable of scaling efficiently while delivering exceptional customer and financial outcomes. The ideal candidate is an experienced operator who has helped high-growth companies evolve from entrepreneurial organizations into disciplined, process-driven businesses without sacrificing agility or innovation. Essential Duties and Responsibilities Organizational Leadership & Operating Excellence Partner with the CEO to translate strategic priorities into company-wide execution plans. Design and implement a scalable business operating system that establishes standard work, management routines, visual performance management, and continuous improvement practices across the organization. Champion a culture of continuous improvement, equipping leaders with practical problem-solving methodologies that eliminate waste, improve execution, and increase organizational agility. Lead cross-functional process improvement initiatives that simplify workflows, reduce complexity, and improve quality, speed, and customer outcomes. Build management processes that improve alignment, accountability, communication, and execution across all functions. Develop an organization capable of scaling efficiently without creating unnecessary bureaucracy. Process Improvement & Business Scalability Lead the continuous evolution of business processes across the organization, leveraging existing technology platforms to improve execution rather than adding complexity. Standardize workflows where appropriate while preserving flexibility and entrepreneurial speed. Identify operational bottlenecks and implement practical solutions that improve throughput, responsiveness, and organizational effectiveness. Foster a culture of continuous improvement, disciplined execution, and data-informed decision-making. Supply Chain & Operational Performance Lead the end-to-end supply chain, including procurement, manufacturing partners, inventory planning, logistics, fulfillment, and customer success. Ensure operational capabilities support both current growth and future product expansion. Strengthen forecasting, inventory management, and S&OP disciplines to improve service levels while optimizing working capital. Build resilient supplier relationships and continuously improve quality, delivery, and cost performance. Cross-Functional Execution Partner with Product Development to ensure successful commercialization of new products. Collaborate with Sales and Marketing to improve demand planning, product availability, and customer responsiveness. Work closely with Finance to improve forecasting accuracy, margin performance, and operational planning. Support Human Resources in developing organizational capability, leadership effectiveness, and performance management. Business Performance Develop meaningful KPI’s and operational scorecards that provide visibility into company performance. Improve operational efficiency, gross margin, inventory productivity, customer satisfaction, and organizational responsiveness. Balance growth, profitability, and operational risk while maintaining STUDSON's commitment to quality and customer experience. People & Culture Build and develop a high-performing operational team grounded in accountability, collaboration, and continuous improvement. Create clarity around expectations, priorities, and decision rights throughout the organization. Help preserve STUDSON's entrepreneurial culture while introducing the operational discipline required for continued growth. IDEAL CANDIDATE Fifteen or more years of progressive leadership experience in operations, supply chain, or general management within a high-growth manufacturing organization. Demonstrated experience implementing or leading a business operating system such as Lean, the Toyota Production System, or a comparable continuous improvement framework that improved organizational performance and scalability. Strong understanding of operational excellence principles, including process mapping, root cause analysis, visual management, standard work, and KPI-driven performance management. Proven ability to build continuous improvement capabilities within leadership teams by coaching managers to solve problems systematically and sustain operational gains. Experience leading cross-functional business transformation rather than simply managing functional operations. Strong understanding of supply chain, sourcing, manufacturing, inventory planning, and customer operations. Proven ability to leverage an ERP and business systems to improve execution, reporting, and decision-making. Strong financial acumen with experience improving margins, working capital, and operational performance. Exceptional leadership presence with the ability to influence across functions and levels. Comfortable operating in an entrepreneurial, founder-led environment where adaptability, humility, and hands-on leadership are essential. Interested in Learning More? 180one has been retained by STUDSON to manage this search. If interested in learning more about the opportunity, please contact Tom Haley / 503.334.1350/ tom@180one.com .