It was a pleasure to have Dimitri Mastrocola on this episode of Hiring Insights. As an executive recruiter, Dimitri offers our listeners a "behind the scenes look" into the executive recruiting process and experience. If you have ever wondered how recruiters work and what they are looking for, you will not want to miss Dimitri's insights.
Whether you are already in the c-suite, aspiring to join the executive ranks, or practicing as an attorney, Dimitri's insights will prove useful to you. Dimitri has spent over 15 years working for Major, Lindsey & Africa (MLA) as an executive search consultant-- recruiting chief legal officers and their teams. Prior to joining MLA, Dimitri was a SVP and Associate General Counsel at Citi and had practiced law in two major law firms (Shearman & Sterling LLP and Fasken). Dimitri is a graduate of McGill University and Vanier College. Anyone contemplating a job search needs to listen as Dimitri demystifies what actually takes place during a search led by a search firm.
When we work with candidates, we often hear that they’ve had an initial conversation with a recruiter, perhaps they have submitted their resume already, but are in a period of non-communication and sometimes the term “ghosted” comes up. Dimitri walked us through the detailed timeline of a search to provide an inside view of the recruiting process.
“For a senior role, let's say it's a Chief Legal Officer role, it's not unheard of for the process to go six months, maybe even eight months from start to finish. If it's a lesser role on a legal team, Deputy General Counsel or an Assistant General Counsel role, that could be a three-to-five-month process start to finish.”
Key takeaways from his insights assure candidates that for strategic roles, there are many moving parts in addition to the screening call or initial conversations you may have with a recruiter. There are multiple conversations taking place behind closed doors, including scheduling conflicts that are worked around when aligning CEOs and Boards of Directors for the interview process.
The Candidate Perspective
Working with someone, particularly a C-level candidate, strategically on their career search and placement is not an overnight process. Each of our guests on Hiring Insights have echoed a similar sentiment, that if you start thinking “what else is out there?” the time to take action is now. As Dimitri shared, “If you're a seeker for a C-level role, whether that's General Counsel, Chief Legal Officer, or even CFO, COO, etc., you’ve got to think about a 12-to-18-month timeline to find the right fit for yourself.”
You have to be disciplined in your approach and dedicate time consistently. As we guide candidates through the process of building connections and networking themselves into opportunities, one of the many steps is approaching search firms and signaling your level of interest in potentially being placed with one of their clients. When approaching a search firm...
· Research which firms might have the clients or search assignments that could be relevant to you.
· Identify who you want to connect with and send a respectful email stating what you are looking for and attach your resume.
· Ask the search professional to add your resume to their database and to keep you in mind for future opportunities.
· Check-in quarterly to update the recruiter and inform them that you are still looking.
Keep in mind, it is all about timing. A search firm works for their client (the employer), not the candidate. Dimitri states something that any candidate, regardless of seniority, needs to remember: the search professional's ability to help any individual job seeker is entirely contingent upon that person having the right search assignment at that time. It may be months down the road when their assignment and your resume match up and an initial conversation is pursued.
Dimitri was an early adopter of LinkedIn, he saw the value and capitalized on the benefits it brings to networking, the search process, and personal branding. Too many executives have yet to capitalize on the benefits of optimizing their LinkedIn profile and fully engaging in the platform. We work to develop an effective strategy to ensure their profile is drawing connections to them, while establishing their personal brand and establishing thought leadership.
· Use a professional headshot.
· Customize your headline beyond your job title (what do you do? what value do you bring? what sets you apart?).
· Utilize the About Me section by using strategic keywords (take the perspective of a search professional and use skillset and position-based words).
· Highlight your career accomplishments in the experience section.
· Strategically connect with industry professionals and leaders.
· Actively engage in the comments of others and targeted LinkedIn groups.
Establish yourself as a thought leader in your industry. We work with you to develop an effective strategy to ensure your LinkedIn profile is optimized. Feel free to connect with us or contact Lindsay Hofbauer directly to discuss your branding and social media needs.
Compensation
Everyone is eager to get to the point of their search where they are negotiating compensation. It’s part art, part science, and driven by a multitude of factors. Dimitri says, “At the C-suite level, I think a smart candidate will have an advisor.”
It is key to utilize someone who has done the market research, is actively engaged in the hiring process, and is keeping track of current trends. Your compensation package needs to be looked at and evaluated holistically so that you can be assured nothing is being left on the table, and that expectations are realistic.
From where the job market is heading, to what Dimitri looks for when having an initial screening call, this conversation is truly invaluable to executive leaders and legal talent. Dimitri brings a wealth of knowledge and a valuable “behind the scenes look” into the executive and legal recruiting world.
Stay tuned for our conversation next month when we speak with Alex Su, a leader in LegalTech and a Columnist for Above the Law. Alex Su is a former lawyer who now works at the cutting edge of legal technology. He is the Head of Community Development at Ironclad, a contracts technology company backed by Accel, Sequoia Capital, and other leading investors. He is also active on TikTok (@legaltechbro), where he makes videos poking fun at the legal industry. Previously, he was an associate at Sullivan & Cromwell LLP and clerked for a federal judge. Alex graduated from Northwestern University Pritzker School of Law, where he was an editor of the law review and the student commencement speaker.
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If you are thinking about a career move, let's have a conversation. Leverage our network of recruiters, hiring managers, business leaders, and our personalized coaching to get noticed and carve your personalized path to success.