Without one, the hunt falls to your market presidents, and your best producers become part-time recruiters. We do the recruiting, so they can keep producing.
The bank size changes. The seat changes. The conversations echo. Here's what bank leaders tell us, and how we answer.
"I know exactly who I need. The problem is finding that person before my competitors do."
We approach the bankers you want before they're looking, because the producers worth hiring don't post resumes. They take a discreet call from a third party. As that third party, we provide you with insight into their decision-making, and into what will land the hire over your competitor.
"We don't really use recruiters. We do that ourselves."
In-house recruiting reaches the market you know. The market that matters, the producers writing the loans you wish were on your books, will not respond to a posting or appear in your HR system. They take a discreet call from someone who isn't hiring them.
"My HR team is built for compliance, not for finding bankers who actually produce."
Producer recruiting is our only job. We do nothing else, and we run it as a discipline: book size, origination history, cross-sell ratio. Not credentials.
"I've been burned by 25% contingency fees on hires that washed out in 90 days."
We charge a flat engagement fee, not a percentage of comp. We win when the hire produces, not when our inbox is full of resumes you didn't ask for.
A recent Commercial Banking search. Conservative ratios, no inflation. These numbers are what you should expect, not the best we have ever done.
The bankers we presented were not on any open job board. We knew who they were before the bank did, and we knew which one would produce in their market.
We sign first, then run a modeling meeting: your bank, your market, the seat. Out of that comes a market map and a ranked list of every banker in your footprint worth approaching. You read it, strike off anyone you do not want us calling, and only then do we start. You see the whole list before we make a single call. That is the part most recruiters will not do.
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