Redmond Research is the consummate recruitment research firm. We have evolved what search practice is by merging recruiting research valued for its competitive intelligence gathering capabilities with executive search valued for its network, consultative techniques, and follow-through. The result is the creation of a new baseline in "search excellence" - what we refer to as RRS or Retained Research/Search. The Redmond Difference can be seen in what we do and how we do it.

If you're looking to fill a top-level, mission-critical position, you'll appreciate the Redmond Difference, especially if you need to fill the position quickly or confidentially.

Our clients cannot afford to hire mediocre or even above average candidates for these positions — they need to recruit the best and the brightest, most experienced, high-performing professionals in their industry. But high-caliber candidates rarely have to look for work. They're not posting resumes to job boards or responding to ads. Their employers are doing everything they can to keep them. So you're not going to find them by the methods most recruiting agencies use. And when you do, assuring such candidates that they can investigate a career opportunity without risk to their current situation is an art worthy of a Zen master!

Redmond Research delivers more than a list of names and stack of good-looking resumes. It's not enough to us that a candidate "look" like a good fit on paper. The Redmond Difference is in our hybrid approach and market branding skills. We use research to generate many great leads, but we only recommend candidates that we have personally tracked down, determined to be a great match in qualifications and experience, and screened based on the degree of their interest and readiness for making this particular career move.

Our clients tell us that Redmond Research facilitates closure better than anyone in the recruiting industry. How we do that is called "Market Branding"— a set of expert behaviors that position your company and opportunity accurately and in the best light. Achieving sufficient interest and trust of such candidates to close the deal requires careful representation and skillful communication at every step in the process, from how you approach them initially, to how you use voicemail and email, how much and what kind of information you share at each stage in the game, what kind of emotional vibes you give off or fail to give off, how well you follow up and follow through. The end result is the net value candidates place on your brand and market opportunity.