Our goal with any executive search is to foster long term relationships with our clients. We feel our clients should trust, enjoy working with and respect their search providers – we set up a firm designed to meet those standards. Our feeling is the more you get to know your client, the more you get to understand their business and culture, and the greater the potential for positive results and efficiencies in the provision of services.

Rosenzweig was founded in 2003 because we felt there was an opportunity in the market for a firm that could focus on critical, specialized, executive searches. Over the years we have recruited partners to our firm with decades of global, ‘big firm’ experience from such organizations as Heidrick & Struggles, Spencer Stuart, and Korn Ferry. While we offer ‘big firm experience’, we work in the context of boutique firm rigour in terms of process, intensity, and senior level involvement in project execution.

In sum, we:

Approach a select number of assignments with a far greater level of intensity.

Devote substantially more senior partner expertise and attention to the execution of assignments.

Develop deeply customized approaches to each assignment.

Deploy significantly expanded firm resources and time on these assignments.

Place a greater emphasis on senior partner evaluation of, and the marketing of client organizations to, prospective senior leaders.

Have specific expertise in meeting exceptionally tight timelines.

Because of this in-depth, highly customized approach, we undertake an array of quite complex senior level assignments across a range of sectors.

In the context of the specialized senior level searches we do, we have cautioned clients over and over again that there will be candidates for specific senior positions with truly exceptional qualifications, and indeed exceptional talent, who will be fundamentally wrong for the role at hand.

Candidates must not only have the qualifications and talent for the role, they must have a strategic capability that is closely aligned with the organization’s core objectives. That is often problematic to ascertain without a comprehensive understanding of the business issues at play.

Fundamentally, in situations we encounter, the usual suspects are often inappropriate, and genuine excellence requires a much deeper effort in conjunction with a disciplined methodology.

Please keep in mind, that as a firm we are regarded:

As having specific expertise in searches for highly specialized candidates where only a few exceptional candidates may be suitable.

As one that is brought in situations where traditional firms have struggled.

For the typical search we are engaged in clients will often be best served with senior level commitment to the engagement.

The need is critical.

There are going to be only a very few highly specialized candidates who will be appropriate.

The timeline may be relatively limited.

The key is being able to accurately identify and effectively draw them in.

We are known as a ‘go to’ firm in critical situations where required senior commitment is high and the requirement is highly specialized.