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FAQ

How should one respond when asked during an interview:

"What type of compensation are you looking for?"

This is one of the most difficult questions an
executive will face during an interview

and we have the answer...

Decades works directly with many of the top Executive Search Firms, Headhunters and Recruiters using them to do much of the leg-work for our clients. We understand exactly how to present our clients to these hiring personnel – in a manner that grabs their attention.

 

Decades provides expert Mentorship, including interviewing techniques and negotiating skills pertaining to compensation, signing bonuses, stock grants, options, etc.  We find creative ways to minimize your limitations and/or liabilities while assessing your management assets and strengths. The Decades team then develops an effective Marketing Plan, creates exemplary Marketing Literature, and aggressively markets you to strategically-targeted companies and hiring personnel. These hiring parties are all the more eager to consider our clients, knowing we deliver some of the better people in the country (or particular geographic area) -- pre-screened, take-charge professionals who’ve demonstrated they see their careers as worthy of investment. The additional motivator for hiring our clients, of course, is knowing they can do so without paying a fee to anyone. Human Resource departments have bottom lines, too. 

2. How does Decades differ from its competitors?

The vast majority of our competitors do not focus exclusively on top-level executives who earn $150,000 or more. Those that do generally fail to provide the same level and breadth of services. Unlike some competitors, we charge a single flat fee. We never require or recommend any add-ons or up-sells.

 

Some other services may do a reasonable job with the resume rewrite and/or provide adequate coaching; some will provide lists of supposed “Inside Contacts” or otherwise direct the client to where the work needs to be done. The Decades team actually does much of that work; we make the initial contact with these organizations for you. Our competitors simply do not take the extensive time and care we do with each and every client. 

 
3. What industries do you specialize in?

We effectively assist professionals across a vast array of industries. We do not concentrate on particular industries, but rather on a particular demographic: executives and professionals (mostly C-level and upper-level executives) who typically earn $150,000 or more.​

 
4. Can Decades effectively assist me if I’m unwilling (or unable) to relocate?

Generally, yes.  We’ve been successful with many clients who were disinclined or unable to relocate. Depending on just how finite one’s geographical restrictions are, there are sometimes exceptions. Someone unwilling or unable to reasonably transition to another field, who’s bound to remaining in an area or industry characterized by markedly scarce opportunities may fall outside the realm of those we can reasonably assist. Should we conclude we’d be unlikely to be of sufficient assistance, we’ll make it immediately clear.

 

In this global economy, most clients needn’t limit their search to a specific geographic location, since telecommuting and unique travel options have become so commonplace.  We market our clients on a large scale, both in terms of geography and industry.

 
5. Will Decades accept every candidate that’s willing to pay the fee?

No, we do not. We must first determine there’s sufficient potential for a successful result (given all the client can bring to the table and all that we can bring in the way of resources). We are very selective and maintain high standards as to the quality of professional we consistently provide to the thousands of hiring personnel and companies, alike. These organizations and individuals expect a certain caliber of candidate from us, and if we neglected to maintain that standard, we might deservedly lose the attention of those companies. Candidates should not be shocked or offended in such instances where we conclude it just wouldn't be a good fit. 

 
6. What is your success rate?

Success must be measured by a number of different standards. Naturally, landing the best imaginable position in the shortest amount of time is always ideal and constitutes an indisputable measure of success. When that happens, it fuels the already tangible sense of determined enthusiasm that permeates our staff. Since our clients have a very diverse set of needs, that definition can sometimes be a subjective one. Many Decades clients have accepted multiple contracted interim positions over the course of our 2-year agreement. Our clients routinely inform us that they've benefited from our services within the time frame they expected. This will be further elaborated upon during your consultation with us.

7. Why hire Decades?

If you're looking for a new career, your chances with us are much greater with us than without us. Duplicating our efforts on your own would not be possible. Every day you’re not working to your utmost capacity costs you money, not to mention morale and a healthy self-image. The Wall Street Journal recently published an article pointing out a grim reality of this historically difficult job market: “The Long Term Unemployed Need Not Apply,” citing employers’ increasing unwillingness to consider those out of work for six months or more. They’re more inclined to hire someone with less experience and ability who’s been out of work less time, if at all. Since 43% of those currently unemployed have been so for seven months or more, it’s hardly an uncommon circumstance. We have been successful in helping those already in this unfortunate category.

 

Unemployed professionals at this level lose the equivalent of our fee every single week they’re not working. Those under-employed or not happily employed pay a somewhat different kind of price; the quality of one’s life and the value of one’s time are not to be undervalued. The level and breadth of service we provide (along with our considerable reach into the entire job market) simply cannot be found elsewhere.

Our clients are an exclusive and elite group of professionals. They’ve rarely been unemployed, having easily segued from role to role (or been pursued) in the course of their previous career transitions. A good number of them haven’t had a job interview since very early in their careers. But they recognize the current job market and economy constitute a very different reality, indeed.

 

A true leader recognizes the need for expert assistance, especially in areas where one possesses little expertise. Some will flail away by dogmatically sticking to the outmoded, nearly useless methodologies that may have helped in past job markets. Others will proactively take steps to ensure they’ve exhausted all viable options to distinguish themselves from the pack (like hiring Decades) – and these candidates will generally enjoy a competitive edge that rewards them with meaningful results.

1. What is the difference between working with Decades and working with a recruiter?

Decades works exclusively on YOUR behalf, without being reimbursed by the hiring company. We devote significant time and effort focused on you, your career experience and accomplishments. Once we’ve determined precisely what can provide you the most competitive edge in the marketplace, we craft an approach that clearly defines why you should be chosen over so many other available candidates.

 

Executive Search Firms or “headhunters” are used by some companies to find specialized professionals. They typically don’t have sufficient time and resources to devote to any particular candidate (unless it’s an executive who's already on their “preferred and vetted” list, most "outsiders" are essentially strung-along just in case they are needed). It’s important to consider that the headhunting industry is actually quite small and at any given time, approximately 300,000 executives are searching for positions. 

Recruiters, Retained and Contingency Search Firms work for the companies that pay them.  Their job is to search for candidates who meet the extremely specific checklist of requirements provided by the company they represent.  Should your experience vary even slightly from that checklist, they will not even call you. Few recruiters have exclusive listings, so there is no way to know how many others you’ve been lined up against. Recruiters have their own agenda: they need to get paid based on successful placements. Since job listings are markedly fewer than the overwhelming number of job seekers, the average recruiter or agency has far more available highly qualified candidates than they do opportunities. When jobs were plentiful, recruiters had more power to promote a particular executive. With jobs comparatively scarce, they're only looking for what they perceive to be "slam dunks" that meet the employer's extremely detailed checklist of requirements.