Aerospace Executive Recruiting
BOB Search not only specializes in executive search in aerospace – we exclusively focus on clients in this industry. Our aerospace expertise is built on 40 years of working with a variety of aerospace clients, both regionally and nationally. Our foundational project was working with Northrop Grumman and placing over 400 aerospace engineers on the then-new B-2 Bomber program.
An expertise in aerospace for 40 years allows BOB search to provide our clients a unique experience. We have an in-depth understanding of the aerospace sector, enabling our aerospace executive recruiters to deliver candidates with the right background for your company. Through comprehension of your business and a meticulous approach to breaking down your needs beyond bulleted background and experience requirements, we work to submit a candidate that fits the DNA of your organization. Aerospace is a highly competitive, prestigious industry. Our extensive experience within has given BOB Search the ability and acuity to methodically approach this market to identify quality, high potential candidates to take your organization to the next level.
We have continued our pattern of excellence and expanded to aerospace component and airframe manufacturing, aerospace service providers within the aerospace industry, electronic manufacturing, OEMs/primes, system integrators, MRO, and space. Our aerospace executive recruiters have a developed, in-depth understanding and knowledge within the aerospace market to bring top talent to our clients. We maintain constant awareness of market trends and are driven to continuously elevate the level of talent we deliver. Our expertise extends to all functions within an organization including sales & marketing, aerospace engineering, operations, finance, human resources, manufacturing, business development, quality, and technical disciplines.
BOB Search’s reputation is built on our foundation of establishing working partnerships with our clients. We place a high value on human capital and acknowledge our consistent results are a function of establishing strategic partnerships with our clients through recruiting. Our partnerships with clients have resulted in key hires of leaders that guide their company to succeed beyond expectations, as well as complementary cultural fits within the organization.
Boyle Ogata Bregman places leaders in the following functional segments:
- Commercial Airframes
- Prime Aircraft Developers
- Unmanned Vehicles / UAV
- Controls & Systems
- Engine and Engine Systems
- Electronics Manufacturing & Harnessing
- Components & Subsystems
- Precision Machined and Cast Parts – Mechanical and Electrical
- Sensors & C4ISR
- Aircraft Interiors
- Composites & Materials
- Test Instrumentation
- Navigation / GPS
MRO & Logistics
- Engineering & Project Management
- Simulation & Training Systems
- Test & Measurement
We would be happy to start a conversation and see if this could be the best next step for your organization. Please provide contact information below to learn more.
Aerospace Recruiting – FAQ
What is your reputation within the industry?
Our reputation is unsurpassed in the aerospace and defense sector. Most of our business arrives via referral from satisfied and repeat customers. Our clients include global multi-billion public companies, private equity-owned independent businesses, and everything in between. Our recruiters work nationally across the US, internationally in Europe, and locally in Southern California.
Please CLICK HERE To See Our Clients Page To Learn More.
What is the BOB Search Process and how does your executive search firm differentiate from the rest?
We will develop a performance-based position profile that focuses on the specific results you need from the position. This helps us as a recruiting tool as it attracts the passive aerospace candidates and cleanly evaluates each individual candidate to ensure a precise fit. We then develop a pipeline of 200+ aerospace candidates who will be a precise fit for this search. Our recruiters reach out in multiple ways until we have contacted 70%+ of the candidates. From there, we find 10 aerospace prospects and submit the 3-5 best candidates. This includes a detailed candidate summary of their entire work history, their compensation, and relocation issues, as well as their resume. You will have every detail needed to make a decision.
BOB Search is a name that is known amongst candidates in aerospace and defense. They take our calls, they return our calls, and they give us referrals (and confidential references) because we are a trusted name in the market.
Please CLICK HERE To See Our Process Page To Learn More.
What will the performance based position profile look like for my search?
While all of our profile are custom and all vary, we do have sanitized examples to illustrate the comprehensive profile you will receive. Please click links below to see examples:
POSITION PROFILE EXAMPLES
How long does the search take?
A full search process can be completed in 3 months. The first half of that time is our sourcing, recruiting and submitting a slate of candidates, and the second half is the employer processing time, including first and second interviews, referencing, background checks, extension and acceptance of offer, candidate giving notice, etc.
Can you explain the advantages and disadvantages of retained and contingency firms?
Retained search provides greater value than contingency in many ways. Here is a comparison:
|BENEFITS TO EMPLOYER||CONTINGENCY||RETAINED|
|BEST CANDIDATE||Deliver the first three candidates they can find. May or may not be a fit.||Deliver the best three (or more) candidates after a thorough search, giving you a better choice and better fit.|
|High-level candidates hang up on contingency recruiters. All you see are active job seekers – not always the best candidates.||A good retained search firm, known in their domain, will get through to many more candidates, giving you a higher yield of passive candidates (non-active job seekers)|
|TIME COMMITMENT||Must work 3 times as many assignments, since not all will result in payment. Gives you one third the effort.||Fills every assignment they get, so can accept fewer assignments, and devote 3 times the effort.|
|SOURCE OF |
|From their own files – usually active job seekers.||Custom sourcing to your precise needs – increased accuracy of fit.|
|SIZE OF CANDIDATE |
|Usually look at 20-30 resumes.||Cast a wide net. Reach out to 250+ candidates.|
|Superficial review.||In-depth review of motivation, compensation, relocation, job history, and specific capability to do the job.|
|WHAT YOU RECEIVE||Resume only.||Complete package with summary of findings, and candidate write-up on capabilities to deliver results you need.|
|FEE||About the same as retained.||About the same as
|VALUE||1/3 of value of retained.||3 times the value of contingency.|
Which industries do you specialize?
Our recruiters do searches in several leadership positions in Aerospace, Defense, Technology, and Industrial Manufacturing every year. They vary depending on the client needs, but the sourcing process we complete to precisely identify who you need in this role is the same on every project. We will find candidates that can do your exact role and ensure that the aerospace candidates we submit are of the highest caliber.
We are a boutique executive search firm that exclusively serves the Aerospace, Defense and Industrial Manufacturing industries. We complete between 40 and 60 searches per year across all business functions including aerospace engineering, sales and marketing, human resources and operational leadership roles, for C-level and executive leadership positions.
What is your success rate?
When an employer client is committed to making the hire, our recruiter success rate is 90%+. Occasionally our clients discontinue a search due to their own internal business decisions.
When can we expect to see candidates?
Although our contract states we deliver candidates within 6-8 weeks, our recruiters aim to deliver closer to 4-6 weeks. Naturally, when targeting passive candidates and building a pipeline of 200+ people, it takes a little longer for them to respond than a typical applicant pool.
You will find that the standard time for a retained search is about 3 months. Half of this time is your time. Our recruiters are presenting a candidate slate to you, and the remainder of the time is spent with interviews, extending an offer, and waiting for a candidate to give notice to their current employer.
What is your process for becoming familiar with our company culture?
Our recruiters will do an in-depth analysis of your company, including a site visit when possible, conversations with your key executives and stakeholders, and completion of our unique 18-point questionnaire. Our aerospace candidates tell us that we know our clients and the search parameters better than any search firm they’ve experienced previously. This ensures a great fit in your company.
Learn About Our Aerospace Recruiting Process
For further discussion on how BOB Search can assist you with your executive hiring needs, please visit our contact us page for additional contact information.