Diversity Executive Search Firm

      All too often, diversity executive search firms compare themselves to law firms or management consultants. The firm wants to offer, then reap, all the benefits of a trusting (and at times, confidential) client relationship without taking on the necessary responsibilities. To offer a similar high-caliber suite of professional services as an expert in the executive search field when it comes to talent management and selection, it is imperative to step up and acknowledge a fiducial duty to present diverse candidate pools to clients, acknowledged Shawn Cole, president and founding partner of Cowen Partners, a national executive recruitment firm.

      “As leaders of human capital management, it is incumbent upon us to not expect nor wait for clients to request or mandate this goal, especially during diversity searches,” said Mr. Cole. “In fact, we, as the talent selection industry, must become the driving force in reflecting within the workplace the diversity already found within our society, stakeholders, and customers.”

      Best Executive Search Firm | Diversity & Inclusion Executive Search | Cowen Partners

      Diversity & Inclusion Executive Search Firm

       

      Diversity executive search firms best serve their clients by making a commitment to finding minority candidates. According to Shawn Cole, president and founding partner of Cowen Partners, knowing sources of alternative qualified prospects and digging deeper into the demands of roles can greatly improve diversity recruiting.

      As a leader among the nation’s top diversity executive search firms, we have deep experience working with small and large, public & private, pre-IPO, and non-profit organizations. Clients are typically $50 million to multi-billion dollar revenue Fortune 1000 companies or have assets between $500 million to $15 billion. Successful placements span the entire C-Suite and include VP and Director level leadership roles.

      With our proven processes and guaranteed results, we have successfully placed hundreds of candidates in industries including technology, sports and entertainment, consumer goods, healthcare, manufacturing, retail, real estate, financial services, and private equity / venture-backed companies.

      Contact one of our experts to discuss a diversity executive search ➨

        Speak with an Expert













        SOME OF OUR PAST CLIENTS

        3 Perceptions That Derail Diversity Recruiting

        When company leaders sit down to plan diversity initiatives for executive recruiting, several objections often immediately bubble to the surface. The first centers on the pool of potential candidates. The consensus is that diversity recruiting is particularly difficult in executive search because there simply isn’t a large enough pool of qualified talent. The thinking goes that even if a company wanted more diversity among the executive ranks, finding a qualified executive who fit the bill would be nearly impossible.

        Another objection is related to company size: Smaller businesses that want to hire diverse executives often struggle to compete against larger entities in the executive talent pool. They argue they may not have the resources, cachet, or prestige to convince enough executives from diverse backgrounds to join their firms.

        Finally, there may be apathy and intransigence when it comes to doing the difficult work of diversity recruiting. Companies recognize that executive diversity should be pursued, but the perceived immensity of the task can cause them to take a more passive approach than is advised. They will fulfill their obligations under relevant laws, but they will only do the bare minimum they must do to avoid legal trouble. Diversity recruiting goals become nothing more than lip service to satisfy shareholders, customers, and regulatory authorities. This is the most troubling perception of the three, and it would be naïve to think it does not happen.

        Some of the objections above may have some merit. For instance, some smaller businesses really do struggle to pull in top candidates. Larger companies like Google or Nike can easily identify and attract diverse talent from all over the world, but a small or medium-sized enterprise not located in a major city may find it much more difficult to capture those candidates’ attention.

        That said, board- and executive-level diversity cannot be ignored. Company leaders cannot bury their heads in the sand and try to ride out the trend toward more diversity with minimal effort. Instead, companies have to take practical steps to improve their odds of finding game-changing candidates from diverse backgrounds.

        National Executive Search Firm | How We Help

         

        Top Executive Search Firm | Diversity Recruiting | Cowen Partners
        Diversity Recruiting & Search | Diversity Equity & Inclusion

        Our hands-on executive recruiters have experience working with private, public, pre-IPO, and non-profit organizations. Clients are typically $50 million in revenue to Fortune 1000’s or have assets between $500 million to $15 billion. Successful placements span the entire C-Suite – CEOChief Operating OfficerChief Financial Officer, and include vice presidentgeneral counsel, and other director-level leadership roles.

         

        Read more of our industry-leading diversity recruiting resources to see why Cowen Partners is a leading diversity and inclusion executive search firm in New York City, Chicago, Seattle, Dallas, Los Angeles, and beyond:

        As Seen On:

        Testimonials

        You succeeded where many others failed; we are grateful for your key role in helping us hire a great ...

        CEO Healthcare

        I can’t believe you found someone so fast, yes we want them to ...

        CFO Bank

        I’m really impressed by all the qualified candidates, thank you so ...

        SVP Chief People Officer

        I wanted to let you know we are very happy with your services, she has been great for us. Thank you for this ...

        CFO Credit Union

        I really appreciate your help finding someone for me and hope our paths cross again. I would definitely consider using you for a new search if I should have one. It was really easy to work with ...

        CFO Software Company

        Even after less than two months, it’s clear she is extremely well qualified and an excellent long term addition to our staff. We are very pleased to have her. Thanks for all the work you did to help make this ...

        CEO Real Estate Company

        You are adamant in your search. I don’t think we have ever had a headhunter/recruiter so diligent on seeking out candidates as you ...

        VP HR Seafood Company

        You did what you said you’d do and I appreciate that, let me know if you ever need a ...

        CEO Specialty Pharmacy

        We have never seen this much activity from a recruiter ...

        VP Talent Acquisition

        Get in Touch.

        Fill out the email request form to speak with an expert.