Defense Recruiting
Defense Industry
Executive Recruiting
Since 1979, BOB Search’s experience in executive search for defense originates from our very beginning. With a foundation of partnering with Northrop Grumman in the 1980s on their large hiring initiative for the B-2 program, our exclusive focus in this industry has driven us to deliver the best candidates within the industry.
We have continued our pattern of excellence and have expanded to primes, C4ISR, electronic manufacturing, weapons development, training and simulation services, space labs, and component manufacturing.
Our recruiters have a developed, in-depth understanding and knowledge within the defense market to bring top talent to their clients. We maintain constant awareness of market trends and are driven to continuously elevate the level of talent we deliver. Their expertise extends to all functions within an organization including sales & marketing, engineering, operations, finance, resources, manufacturing business development, quality, and technical disciplines.
Contact us for information on our executive search recruitment services
Our partnerships with defense industry 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.
BOB Search’s reputation is built on our foundation of establishing working partnerships with our clients. We place a high value on capital and acknowledge our consistent results are a function of establishing strategic partnerships with our clients. 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 segments:
- Prime Defense Contractors
- Unmanned Vehicles / UAV
- Satellite, Satellite Services, & Space Systems
- Land Systems
- Navy/Maritime
- Aerostructures
- Defense Electronics
- Engine and Engine Systems
- Specialty Defense Systems & Services
- Cybersecurity, Intelligence Services, & Homeland Defense
- Aerostructures
- Components & Subsystems
- Precision Machined and Cast Parts – Mechanical and Electrical
- Sensors & C4ISR
- Aircraft Interiors
- Composites & Materials
- Connectors / Misc Electronic Components
- Test Instrumentation
- Navigation / GPS
- Government Services, IT Services & Software
- Engineering & Project Management
- Simulation & Training Systems
- Test & Measurement
- Distribution
How Executive Search
Recruiters Are Different
There’s no real secret as to why our recruiters yield great results. Each one of our executive search recruiters are driven by BOB Search’s promise:
- Passion & Commitment – We expect all of our high-performance management hires to have passion for their industry because we’re passionate in bringing our clients only top-tier clients.
- Executive Search Experience – An executive search principal of the firm, with over 40 years of knowledge in aerospace, defense, and industrial industries, will manage your project. Meet the Executive Search Team.
- Communication – We believe in complete transparency and strong dialogue with our clients. We pride ourselves with our responsiveness, regular contact, and our detailed reports.
- Executive Recruitment Search Firm Partnership – The right choice in an executive search firm is one that acts as your strategic partner. We strive to advocate your interests and positive representation your company in the talent marketplace.
Our Clients
Our Defense Industry 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.
Executive Search - 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. We 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 Defense executive recruiting Process and how does your Defense 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 candidates and cleanly evaluates each individual candidate to ensure a precise fit. We then develop a pipeline of 200+ candidates who will be a precise fit for this search. We reach out in multiple ways until we have contacted 70%+ of the candidates. From there, we find 10 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 among 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?
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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?
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. |
| CREDIBILITY WITH CANDIDATES | 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 CANDIDATES | From their own files – usually active job seekers. | Custom sourcing to your precise needs – increased accuracy of fit. |
| SIZE OF CANDIDATE POOL | Usually look at 20-30 resumes. | Cast a wide net. Reach out to 250+ candidates. |
| QUALITY OF EVALUATION | 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 contingency. |
| VALUE | 1/3 of value of retained. | 3 times the value of contingency. |
Which industries do you specialize?
What is your success rate?
When an employer client is committed to making the hire, our 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, we 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. We 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?
We 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 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.
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.
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