Logo of Jackson Stevens

C-Suite Executive

Transition

Why do 9 out of 10

Senior Executives surveyed say

their previous outplacement/transition services were a

“waste of time & money?”

Because “traditional” outplacement merely prepares executives to find their own job.

 

They make little or no effort to market the candidate, have no proven mechanism to facilitate introductions to potential employers, headhunters, and search firms, and tell your candidate that they must do all the work, networking the candidate’s own personal contacts, scouring LinkedIn and other public websites using the outplacement firm’s training. As you may see from our reviews, in 2021, our transitioning candidates received between 200 and 2,000 responses each from executive search and PE firms and obtained dozens of interviews, despite the ravages of COVID-19.

 

We accomplished this by connecting the best executives with the top retained search and private equity firms.

Traditional outplacement for the senior executive has three major flaws:

First

They promote networking, but with whom does a candidate above $400k network? To network for a position between $400k and $2M, one has to approach people who are working in roles that are at a higher level. Since the candidate is already at that higher level, with whom would they network?

Second

They promote job search tactics that utilize LinkedIn and other publicly available job sites like Indeed and Monster. Simply put, 400k to $2M jobs are almost never advertised on LinkedIn.

Third

Traditional outplacement firms hire mid-level, temporary, or contract employees to deliver their services. Ultimately, is your former CEO willing to be trained to interview by someone who has never interviewed for or held an executive job?

For the transitioning executive, this results in frustration, and most quit after one or two meetings and never complete the service.

Your money and goodwill are wasted, and your outgoing executive gets frustrated.

Conversely, in 2021, our transitioning candidates received between 200 and 2,000 engagements each from search and PE firms and obtained dozens of interviews, despite the ravages of COVID-19. Open a confidential dialogue with us, and we will show you current candidates, with actual re. Ifts, if you would like to speak with one of them, we would be thrilled to introduce you.

 

Our services range from a resume, interview preparation, or negotiation tactics offered ala carte to a whole concierge level, where we conduct the entire job hunt on behalf of the candidate. Concierge-level candidates answer questions, approve documents, and go on interviews, historically resulting in at least a dozen interviews per candidate.

The Truth

The truth is that employers who offer this benefit are genuinely concerned about their transitioning executive’s welfare. If they only knew the average “take rate,” the percentage of transitioning executives who complete the outplacement program is typically below 10%. That means 90% of the time, the funds allocated to benefit the transitioning executive, are never used. This is highly profitable for traditional outplacement firms but defeats the purpose for which the service was purchased.

Traditional Outplacement is a Mismatch

Outplacement was designed to serve a large number of employees at a time of downsizing; it was never designed for top-level executives. The techniques used have to work for most downsized employees and thus are insufficient when applied to the executive level. The larger traditional firms know this and have repeatedly tried and failed to build a practice for the senior executive.

All elements of our strategy are designed specifically and exclusively for the senior executive and are scientifically researched and validated. We would welcome the opportunity to show you current candidates and their results. We are transparent and currently the ONLY transition services firm that invites publicly viewable, independent scrutiny from transitioning candidates and employers.

Questions for Jackson Stevens? Call Now: (612) 867-6771

Jackson Stevens Customer Testimonials

We are a contemporary, innovative, technology-driven boutique Executive Transition Firm (ETF) designed exclusively for senior executives. Our Transition Programs are the most widely recommended and endorsed, rated 5 stars by 99% of transitioning candidates.

Click here to review our transitioning candidate recommendations on Trust Pilot, or

Click here to review our Managing Director’s LinkedIn profile, where hundreds of public recommendations from employers, search firms, and candidates can be found. How do we get this level of recommendation?

What makes us so different?

We believe that transition services are meant to result in the successful placement of the candidate, that the candidate does not know how, nor do they want to learn how to do this. They are the performer. We are the transition service. We do the work that leads to placement… The work you paid for, and the support you intended to provide.

Our System:

To win in an executive-level job search activity, every senior executive must expand their networks exponentially with people who can introduce them to a new potential employer. That’s the result we offer. We don’t simply educate the candidate on how to do this; we connect them with people who have jobs between $400k and $2M to fill (about 1% of all searches), the top, industry-relevant retained executive search firm practice leaders and consultants, who routinely place senior executives in roles with those compensation levels. Simultaneously, we connect them with the Private Equity community. Peowithhave Board, Operating Partner, Entrepreneur in Residence, and Functional Leadership roles. Positions at this level are rarely ever advertised.

The Jackson Stevens Transition Service Marketing Effort

After we provide the written (click here for a sample), LinkedIn Optimization (click here for an example), and verbal (click here for an example) presentations for your candidate, which are delivered by permanent senior executive-level staff, we deploy our exclusive transitioning executive marketing strategy:

  1. We identify every C-Suite Executive Search Firm, practice leader, and consultant, routinely placing executives in the $400k to $2M salary levels in your candidate’s targeted industries and disciplines.
  2. Every 2 weeks, we provide each candidate with a customized target list containing hundreds of “unadvertised” $400k to $2M positions with an “easy apply” functionality, alerting all decision-makers.
  3. We arrange thousands of personal introductions to every Practice Leader, Consultant, Partner, Director, and Manager working for the top firms.
  4. We arrange personal introductions to 6,000 Private Equity Firm Principals with portfolios of companies needing Board, CEO, President, Operating Partner, or “Executive In Residence” roles.
  5. Most importantly, we don’t stop providing these marketing services until the transitioning executive has accepted a new position.

To view the quality and complexity of our work, click the video below to see a short video that details our research in executive employment communication.:

Our Service Practice Leaders:

Our leadership teams have more than 20 years of working in retained executive search, managing large search practices. Each has over a decade of experience delivering our unmatched marketing-focused version of outplacement. Our customer recognition and satisfaction ratings have made us the only 5-Star rated Executive Transition service globally (as seen on Trust Pilot & LinkedIn – rated by the employer and the transitioning candidate.

“Click here” to review our transitioning candidate recommendations on Trust Pilot

or

“Click here” to review our Managing Director’s LinkedIn Profile, where hundreds of public recommendations from employers, search firms, and candidates can be found.

We are the only transition service that invites public scrutiny by both candidates and employers.

The Benefits:

  1. 100% of executives assigned to us complete their process.
  2. Our process shortens severance periods.
  3. We can build a budget-friendly model – customized for any budget.
  4. Our process prevents costly litigations.
  5. Our process elevates the goodwill between outgoing senior executives and former employers.

Questions for Jackson Stevens?

Call Now: (612) 867-6771

Portrait of Patrick B. Ropella

Patrick B. Ropella, Chief Executive Officer and Chairman of the Board, Ropella Group

“We have partnered with Jackson Stevens for several years, and our candidates from midlevel management to C-suite positions have been impressed with the end results and have written us letters thanking us. I highly recommend any firm to move forward and partner with Jackson Stevens.”

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