Today we’d like to introduce you to Les Gore.
Les Gore, let’s start with your story. We’d love to hear how you got started and how the journey has been so far.
Starting out with General Electric in their noted advertising and marketing management training program, and then later with ad agency giant, J. Walter Thompson in New York, I have over 25 years of success and a national reputation in executive search and recruiting, and as a strategic business partner. Leveraging strong, established relationships at the senior level, I partner with clients to provide access to the best leadership talent—for organizations ranging from multinational corporations to small entrepreneurial businesses.
A frequent speaker on hiring and recruiting trends, I’ve been quoted in The New York Times, The Wall Street Journal, Forbes.com, Boston Globe, The Chronicle of Philanthropy, Multichannel Merchant, Advertising Age, and numerous other media.
Overall, has it been relatively smooth? If not, what were some of the struggles along the way?
Mostly a smooth road, with occasional bumps along the way, like I would expect for most people. But always the best way to learn and better yourself. I’ve always liked being independent, not all that happy in a structured, corporate environment.
Alright – so let’s talk business. Tell us about Executive Search International – what should we know?
I founded Executive Search International in 1992 with 2 other partners, who are no longer in the business. A boutique search firm, we recruit senior-level leadership talent— in all functional areas— for clients in E-Commerce, Consumer, Business, Industrial Products & Services, Omnichannel Retail, Digital, Data & Marketing (B2C-B2B), Financial & Professional Services, Non Profit, Small Business, and the Investment and VC community, among others.
We have recently introduced a 10% Flat Search Fee which is disrupting the executive search firm industry.
Search fees are too high, simple as that.
There are retainer-based firms whose search fees average 30-35%, and can go as high as 50% of total candidate compensation, which includes base salary and various bonuses. And there are contingency recruiter’s fees averaging between 25-30%, sometimes ending up near 20%.
In today’s competitive recruiting market, I don’t think it’s justified. So I’ve decided to break from what is a long-standing industry tradition and do some disrupting of my own.
OUR 10% FLAT SEARCH FEE IS A CHANGE FOR THE BETTER.
Any shoutouts? Who else deserves credit in this story – who has played a meaningful role?
I have to say that my wife deserves much of the credit for my success and happiness. Her support both in business and my family life. For my wanting to go off on my own and be my own person.
Contact Info:
- Address: les@execsearchintl.com
- Website: LinkedIn Profile: linkedin.com/in/les-gore-335161
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