Hitch Partners is a retained executive search firm specializing in all things security, cloud infrastructure & product-related.
“Gritty people train at the edge of their comfort zone. They zero in on one narrow aspect of their performance and set a stretch goal to improve it.” — Angela Duckworth
Our process-oriented approach first strives to create a shared understanding and language around the requirements for the role. This approach involves extensive meetings with the executive team, key influencers, and, potentially, board members. Investing the time to “Interview the Interviewers” is the only way to ensure alignment on what success looks like for your hire.
The Hitch Way
Every search is unique and Hitch Partners will be there every step of the way.
Each search is a highly nuanced experience, and Hitch helps by designing a process that fits seamlessly with the objectives of your hire. Given the pace with which this specialty has grown and evolved, Hitch has characterized the talent pool with various environments, technologies, and cultures in mind.
In the end, it is about flawless execution.
Set Search Expectations
Calibrate Search Profile
Set Comp Expectations
Identify & Engage
Optimize Scheduling
Reference Candidate
Comp Negotiation
Growth & Mentorship
“To begin with the end in mind means to start with a clear understanding of your destination. It means to know where you’re going so that you better understand where you are now and so that the steps you take are always in the right direction” - Stephen Covey
Our Approach
Our process-oriented approach first strives to create a shared understanding and language around the requirements for the role. This approach involves extensive meetings with the executive team, key influencers, and, potentially, board members. Investing the time to “Interview the Interviewers” is the only way to ensure alignment on what success looks like for your hire.
Our process of “Interviewing the Interviewers” is a differentiator for our service and is done for the following reasons:
Our network of candidates expects us to have met the team and that we will share our insights about them - this is a significant differentiator for candidates who may be considering multiple opportunities.
In allowing us to meet the interviewers, our clients are sending a clear message that they want to ensure a positive candidate experience, and the role is a high priority.
Getting to know our client partners allows them to include their voices in the search and ensure complete alignment on the requirements for the role.
We want to hear everyone’s version of the company pitch, how each interviewer will work with the person in this role, and further dig into their understanding of the corporate culture and environment.
The internal interview process ensures alignment on a common language while determining the must-have and nice-to-have requirements for the role. We carefully craft a position description customized to the company’s tone, culture, and posture.
We customize a search strategy that describes the key players and thought leaders we want to reach and prioritizes qualified Diversity & Inclusion candidates. Our initial introduction of candidates is used to calibrate on attributes such as domain expertise, years of experience, cultural fit, etc.
Deliver is our favorite word. We pride ourselves on a process-oriented execution that leverages our network, database, and research resources to uncover candidates relevant to each opportunity. We will not waste time introducing candidates who are not a match, even if they look good "on paper."
We schedule a weekly cadence call with our client partners to provide the of the search and ensure continued alignment on strategy and action items. We prepare our client partners for each candidate meeting and prepare and debrief candidates.
