How To Prepare For The First Meeting With A Search Firm

If you’ve decided to partner with an executive search firm to hire your next CFO, CEO, or other senior role, it’s best to plan wisely for your introductory meeting. The more clarity and alignment you bring to the conversation, the more effective and efficient the search will be. Here’s how to prepare to get the most value from that first meeting.

1. Clarify Your Business Context

Before the meeting, clients should be ready to clearly articulate:

• Company stage and structure (startup, family-owned, PE-backed, public, etc.)

• Current organizational priorities (growth, transformation, turnaround, exit)

• Leadership team dynamics

• Why the role is open (replacement, newly created, performance issues)

This context helps the search firm understand the environment the candidate will step into, which is critical for sourcing the right fit.

2. Define the Role (Beyond the Job Description)

Clients should reflect on:

• What business outcomes will define success in this role over 12–24 months?

• What challenges will this leader need to overcome?

• What leadership traits are crucial to thrive in your culture?

• Which aspects of the role are flexible vs. non-negotiable?

• What has/hasn’t worked in past hires for similar roles?

A generic job description won’t cut it. The more tailored the insight, the better the search will be.

3. Know Your Value Proposition to Candidates

Strong candidates will evaluate the opportunity as critically as the client does them. Be ready to discuss:

• Why this is a compelling opportunity for a top-tier executive

• What the company can offer in terms of purpose, influence, and growth

Your chosen search firm will act as an ambassador for your company in presenting the opportunity to potential candidates. It's important they have a clear idea of what your organization can offer.

4. Prepare for Internal Stakeholder Involvement

Clients should consider:

• Who needs to be involved in the hiring process internally?

• Is the board involved? PE investors? Who has final approval?

• Will there be alignment on candidate expectations and evaluation criteria?

Misalignment internally often slows or derails a search, so get this figured out in the early stages.

Your first conversation with a search firm sets the tone for a strategic partnership. By coming to the table with a clear view of your needs, your company’s context, and the opportunity you're offering, you empower the search firm to act as a true advisor, resulting in a  more focused search, a stronger shortlist, and ultimately, the right leader for your business. 

If you're ready to hire or just need help with your talent strategy, we've got you! Get in touch with Paul, Brent, Troy, or Tara, or call us at 519-673-3463 or 416-847-0036.