Connecting an Extraordinary Industry
with
Extraordinary Talent
WE ARE YOUR WHO
(773) 899-1650 : Info@MeritusExecutiveSearch.com : Chicago, IL and Bluffton, SC
MERRITT CANFIELD
CEO, FOUNDER
EXECUTIVE RECRUITER
Our Expertise
Three Decades of Global Award-Winning Executive Search
Thirteen Years Exclusive in the Rail Industry
Over Five Years as The Meritus Team
At Meritus Executive Search Excellence,
Our goal is to help our clients build high-performance teams.
Our commitment is to the placement of impact player talent to drive results, and we guarantee it.
MICHELLE COLLINS
CHIEF TALENT OFFICER
EXECUTIVE RECRUITER
CLIENTS
WE are your “WHO” delivering executive search results, no matter your organization and search strategy, from start-up to industry leaders, we are experienced in Rail Industry Domestic, North American, and Global organizations’ placements for Private Equity (PE), Investor-Owned, Public, Private, and Not-For-Profit (Industry Associations) organizations.
MARKET
WE help our clients address and navigate the complexities of today’s Talent challenges, advising clients on the rail talent market, compensation & benefits, relocation, Employment Law, Diversity and Inclusion, and more.
SPECIALTIES
WE encompass every specialty in Freight and Passenger Rail, from C-Suite, Senior Executives, Leaders to Industry Specialists and Experts in Operations, Sales and Marketing, Finance, Leasing, Engineering, Legal, Human Resources, Manufacturing, and more.
SPEED
WE provide speed of delivery, typically presenting candidates in the first week of a search and successfully completing searches in six weeks or less for Executive and Expert positions, as compared to three to six months for other specialized search firms and the top five global search firms.
OUTCOME
WE recently completed a search in six weeks that a top-five global search firm could not complete in six months. See our Results below.
SUCCESS
WE are known for placing individuals who drive measurable results, are often further promoted and succession planned, and have longer tenures. View our Testimonials, Awards, and Accolades to learn more.
Our Expertise
Three Decades of Global Award-Winning Executive Search
Thirteen Years Exclusive in the Rail Industry
Over Five Years as The Meritus Team
At Meritus Executive Search Excellence,
Our goal is to help our clients build high-performance teams.
Our commitment is to the placement of impact player talent to drive results, and we guarantee it.
MERRITT CANFIELD
CEO, FOUNDER
EXECUTIVE RECRUITER
MICHELLE COLLINS
CTO
EXECUTIVE RECRUITER
CLIENTS
WE are your “WHO” delivering executive search results, no matter your organization and search strategy, from start-up to industry leaders, we are experienced in Rail Industry Domestic, North American, and Global organizations’ placements for Private Equity (PE), Investor-Owned, Public, Private, and Not-For-Profit (Industry Associations) organizations.
MARKET
WE help our clients address and navigate the complexities of today’s Talent challenges, advising clients on the rail talent market, compensation & benefits, relocation, employment law, diversity and inclusion, and more.
SPECIALTIES
WE encompass every specialty in Freight and Passenger Rail, from C-Suite, Senior Executives, Leaders to Industry Specialists and Experts in Operations, Sales and Marketing, Finance, Leasing, Engineering, Legal, Human Resources, Manufacturing, and more.
SPEED
WE provide speed of delivery, typically presenting candidates in the first week of a search and successfully completing searches in six weeks or less for Executive and Expert positions, as compared to three to six months for other specialized search firms and the top five global search firms.
OUTCOME
WE recently completed a search in six weeks that a top-five global search firm could not complete in six months. See our Results below.
SUCCESS
WE are known for placing individuals who drive measurable results, are often further promoted and succession planned, and have longer tenures. View our Testimonials, Awards, and Accolades to learn more.
Our Results
Search Completion rate approximately… 100%
Offer Acceptance rate… 100%
(compared to a Top 5 Global Search firm stating 95%)
Average time to present the first candidate
on a search… 1 week
Average time to complete a search… 6 weeks
(compared to 3-6 months from Top 5 Global Search firms) or less
Replacement Guarantee use over 30 years… 1
Our Results
Search Completion rate approximately… 100%
Offer Acceptance rate… 100%
(compared to a Top 5 Global Search firm stating 95%)
Average time to present the first candidate
on a search… 1 week
Average time to complete a search…
6 weeks or less
(compared to 3-6 months from Top 5 Global Search firms)
Replacement Guarantee use over 30 years… 1
Our Solutions & Our Visibility
SOLUTIONS
We offer Retained search placement for
C-suite and Senior Executive searches
And Contingent search placement for all other searches
Interim search placement upon request
Leadership Advisory Solutions for PE & Investor Firms and all Business Ownership Types, providing Human Capital acquisition, market intelligence, and management consulting for a high-performance workforce per project.
Executive Search Solutions starting at salaries over $100K to executive packages over $1M.
VISIBILITY
Allows us to have a pulse on top-impact player industry talent, including the 70% who are passive (not actively looking) candidates in the market.
Building your passive candidate hiring strategy requires a strategic search partner to drive the necessary results and search excellence.
Our Solutions & Our Visibility
SOLUTIONS
We offer Retained search placement for
C-suite and Senior Executive searches
And Contingent search placement for all other searches
Interim search placement upon request
Leadership Advisory Solutions for PE & Investor Firms and all Business Ownership Types, providing Human Capital acquisition, market intelligence, and management consulting for a high-performance workforce per project.
Executive Search Solutions starting at salaries over $100K to executive packages over $1M.
VISIBILITY
Allows us to have a pulse on top-impact player industry talent, including the 70% who are passive (not actively looking) candidates in the market.
Building your passive candidate hiring strategy requires a strategic search partner to drive the necessary results and search excellence.
Our Rail Industry Exclusive
Commitment
WE specialize in the placement of top-impact player talent to progress and grow organizations and who bring past results and are a culture fit.
WE drive successful results with a streamlined process, cost savings, and speed of delivery.
WE work with the highest confidentiality and integrity, never posting positions or advertising your company name.
WE are committed to Diversity, Equity, Inclusion, and supporting the advancement of Innovation in the industry.
Why Executive Search?
Your Value, Investment & ROI
PRECISION HIRING
- The best Executive Search firms expertly navigate the critical process by which precision hiring completes executive, leadership, and expert priority searches.
- Leading firms are usually highly specialized in and ingrained in an industry/sector/area.
- This specialized focus, together with a market intelligence, strategy, culture fit alignment, expertise, and confidential client representation provides a valuable partnership that complements an internal talent/HR team and works in the market with the highest confidentiality, utmost discretion, and integrity to deliver search excellence.
- They are brand representatives who sell your company to top-impact player talent (often passive in the market) and generally have greater influence than an internal team.
COST DIFFERENCES
Most organizations do not understand the cost differences between Executive Search firms and Recruitment firms. The difference is very clear, yet there is a lot of confusion about it.
Executive Search
- Top-impact player talent from an Executive Search firm is driving higher strategy, productivity, and performance by almost 10 times the average, these firms pay for themselves.
- Executive Search provides a higher level of strategy, expertise, candidate assessment, interviewing skills, market intelligence, thorough depth of search, extensive reference checking, a pulse on passive candidates in the market, and directly recruiting for every search to give their clients a competitive advantage.
- In addition, as a partner to an organization, they drive an efficient, streamlined search process, providing speed of delivery and an understanding, sometimes down to the penny, of the cost every day of that position being open in the organization and are strategically advising clients on relocations, offers & employment agreements, benefits & perks, employment law, and more.
Recruitment Firms
Executive Search Firms go beyond Recruitment Firms that are often “resume houses,” charging less due to time spent on a search, limited direct recruiting, and the level of candidate vetting and assessment.
Low fees from a search firm to complete a critical or priority search may present a risk to your organization, both in the performance of the search and in the performance of the talent being placed. This is a situation where you get what you pay for.
WAR FOR TALENT
Today, the war for talent is still real.
Since the number of retirements and voluntary turnover remains high, and up to 80% of organizations do not feel they recruit highly talented people, the decision to work with an Executive Search firm should be an easy decision.
Society of Human Resources Management (SHRM) states that the costs of losing and replacing top talent executives are anywhere from 200%-400% of their annual salary.
An executive search firm investment will help reduce replacement costs while bringing in the expertise needed to succeed.
ENGAGED LEADERS
Top, high-performing talent leaders have better growth strategies, decision-making, communication, engagement, relationships, service, and are engaged leaders, which allows organizations to experience high productivity and performance, leading to an ultimate return on their investment.
An Executive Search firm driving search excellence will pay for itself again and again and continuously be a strategic partner, helping navigate value, success, investment, and ROI.
According to Gallup’s statement and opinion, “highly engaged leaders generate massive organizational returns, including 23% higher profitability, 18% higher sales productivity, and significantly reduced employee turnover.”
YOUR INVESTMENT & ROI OF EXECUTIVE SEARCH
An Executive Search Investment completely shapes an organization’s future and is not a place to cut corners. To get exceptional Executive, Leadership & Expert impact player talent, you have to properly invest in acquiring that talent and understand the risks if the right talent is not secured. The value and a significant return on your investment is getting this right for the performance of your organization now and in the future.
ROI OF EXECUTIVE SEARCH
Calculate the factors in value of what you are earning/gaining in hiring a leader or expert:
- How they drive business growth
- The productivity and progression
- The number of days it took to make the hire and the number of days the position was left open, the lower the number the lower the costs (the search firm advantage)
- The Problem solving
- Boosting morale/culture that ultimately leads to reducing overall employee turnover
- Where have they made and saved money for the organization
- Candidate Guarantee (internal teams do not have the luxury of a candidate guarantee)
The Value of what you are earning from the hire minus the Costs leads to your ROI in Executive Search
Costs factors include:
- Acquisition process (including Search Firm)
- Onboarding
- Relocation if applicable
- The costs to the organization every day the position is open
- Lack of speed of delivery
- Rehire costs
- Lost Productivity
- Culture/Morale Damage Costs
- Strategy not being on track
Winning the war for talent, where there are many shortages today, takes an expert, strategic partner that helps guide and complements your internal team to drive exemplary results.
We look forward to connecting with you to answer any questions or
provide you with additional information.
Why Executive Search?
Your Value, Investment & ROI
PRECISION HIRING
- The best Executive Search firms expertly navigate the critical process by which precision hiring completes executive, leadership, and expert priority searches.
- Leading firms are usually highly specialized in and ingrained in an industry/sector/area.
- This specialized focus, together with a market intelligence, strategy, culture fit alignment, expertise, and confidential client representation provides a valuable partnership that complements an internal talent/HR team and works in the market with the highest confidentiality, utmost discretion, and integrity to deliver search excellence.
- They are brand representatives who sell your company to top-impact player talent (often passive in the market) and generally have greater influence than an internal team.
COST DIFFERENCES
Most organizations do not understand the cost differences between Executive Search firms and Recruitment firms. The difference is very clear, yet there is a lot of confusion about it.
Executive Search
- Top-impact player talent from an Executive Search firm is driving higher strategy, productivity, and performance by almost 10 times the average, these firms pay for themselves.
- Executive Search provides a higher level of strategy, expertise, candidate assessment, interviewing skills, market intelligence, thorough depth of search, extensive reference checking, a pulse on passive candidates in the market, and directly recruiting for every search to give their clients a competitive advantage.
- In addition, as a partner to an organization, they drive an efficient, streamlined search process, providing speed of delivery and an understanding, sometimes down to the penny, of the cost every day of that position being open in the organization and are strategically advising clients on relocations, offers & employment agreements, benefits & perks, employment law, and more.
Recruitment Firms
Executive Search Firms go beyond Recruitment Firms that are often “resume houses,” charging less due to time spent on a search, limited direct recruiting, and the level of candidate vetting and assessment.
Low fees from a search firm to complete a critical or priority search may present a risk to your organization, both in the performance of the search and in the performance of the talent being placed. This is a situation where you get what you pay for.
WAR FOR TALENT
Today, the war for talent is still real.
Since the number of retirements and voluntary turnover remains high, and up to 80% of organizations do not feel they recruit highly talented people, the decision to work with an Executive Search firm should be an easy decision.
Society of Human Resources Management (SHRM) states that the costs of losing and replacing top talent executives are anywhere from 200%-400% of their annual salary.
An executive search firm investment will help reduce replacement costs while bringing in the expertise needed to succeed.
ENGAGED LEADERS
Top, high-performing talent leaders have better growth strategies, decision-making, communication, engagement, relationships, service, and are engaged leaders, which allows organizations to experience high productivity and performance, leading to an ultimate return on their investment.
An Executive Search firm driving search excellence will pay for itself again and again and continuously be a strategic partner, helping navigate value, success, investment, and ROI.
According to Gallup’s statement and opinion, “highly engaged leaders generate massive organizational returns, including 23% higher profitability, 18% higher sales productivity, and significantly reduced employee turnover.”
YOUR INVESTMENT & ROI OF EXECUTIVE SEARCH
An Executive Search investment completely shapes an organization’s future and is not a place to cut corners. To get exceptional Executive, Leadership & Expert impact player talent, you have to properly invest in acquiring that talent and understand the risks if the right talent is not secured. The value and a significant return on your investment is getting this right for the performance of your organization now and in the future.
ROI OF EXECUTIVE SEARCH
Calculate the factors in value of what you are earning/gaining in hiring a leader or expert:
- How they drive business growth
- The productivity and progression
- The number of days it took to make the hire and the number of days the position was left open, the lower the number the lower the costs (the search firm advantage)
- The Problem solving
- Boosting morale/culture that ultimately leads to reducing overall employee turnover
- Where have they made and saved money for the organization
- Candidate Guarantee (internal teams do not have the luxury of a candidate guarantee)
The Value of what you are earning from the hire minus the Costs leads to your ROI in Executive Search
Costs factors include:
- Acquisition process (including Search Firm)
- Onboarding
- Relocation if applicable
- The costs to the organization every day the position is open
- Lack of speed of delivery
- Rehire costs
- Lost Productivity
- Culture/Morale Damage Costs
- Strategy not being on track
Winning the war for talent, where there are many shortages today, takes an expert, strategic partner that helps guide and complements your internal team to drive exemplary results.
We look forward to connecting with you to answer any questions or provide you with additional information.
(773) 899-1650 : Info@MeritusExecutiveSearch.com : Chicago, IL and Bluffton, SC
Meritus Executive Search Excellence, LLC is an equal opportunity employer and recruiter. We are committed to a work environment where our employees and clients are treated with respect and dignity. We believe each individual has the right to expect a professional atmosphere that promotes equal opportunities and prohibits unlawful discriminatory practices. We foster an inclusive and welcoming environment that celebrates diversity, and we will take affirmative action measures to ensure it. As such, the company does not and shall not discriminate on the basis of race, color, gender, gender expression, religion (creed), sex, national origin (ancestry), sexual orientation, age, marital status, disability, or military status in any of its operations.
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