The Right Senior Officer

Your decision to bring a new senior officer into your community bank may be the most significant decision you will make. This officer may be the catalyst that plays a key role in enhancing your return on equity or bringing in those key prospects that will give you a competitive edge. Or this new senior officer may be a disappointment to you and to the bank. Perhaps even worse, this officer may be just good enough to hold the job for years….impeding subordinate officers….frustrating other senior officers and directors.

Many community banks invest considerable time and money in recruiting, too frequently creating a high-risk situation by hiring a candidate prematurely or without careful professional screening and evaluation.

More and more community banks of all sizes are finding that a well-planned retained search conducted through an experienced executive recruiter is the most effective and professional means of filling key senior officer positions!

Important requirements from our client banks are:

• The need for one key officer to provide a change in direction.
• The need for confidentiality in handling a sensitive organizational change.
• The recruitment of talent in a timely manner.
• The need for a senior officer who can serve as a coach and team leader for a high performance staff.

The effectively directed and managed community bank depends upon outside professional help such as CPAs and attorneys for specialized services. No other outside professional can contribute more to helping you structure a strong, competitive, profitable bank than a qualified retained Executive Search Consultant.