Matching Teams and Talent
A recruiting partner with a 100% success rate to help make your next hire.
An organization is only as powerful as its people.
Understanding your team’s opportunities and talent needs, and finding the right person to the right role, are fundamental for success. As an experienced executive, hiring manager, and recruiter, this is my specialty.
Executive Search Services
Our search services are designed to take the hassle out of hiring at every level of your organization, from coordinator through C-level. We’ll bring a diverse pool of terrific candidates to the table, and then we'll help evaluate and onboard the right person seamlessly.
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Inquire and receive a personalized assessment on where your organization could use advisory and/or search assistance, and how we can help. This customized “white glove” approach is something you’ll notice across your engagement with us.
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After a thoughtful (and dare I say fun!) needs assessment, we will develop a custom strategy for your organization’s talent needs and begin sourcing talent for your new role immediately.
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We’ll build a competitive candidate pool on the front end so we won’t have to compromise on quality later, conduct extensive interviews, and give your team all the support necessary to make the best hire. Our sourcing and evaluation methods are the secret to ensuring you hire and retain the right talent the first time, ultimately saving you the time, money, and headaches of hiring a bad fit.
Lori Severens, Director, Ascend at Aspen Institute
“Catherine and her team are so easy to work with. So flexible. So friendly. So much fun. I used to dread hiring, but Catherine makes it enjoyable, creative, and eye-opening. She looks for people in places I never would have thought of.”
About Catherine Carrington
I've been called a talent advisor, a recruiter and an executive, but at the heart of it, I’m a matchmaker.
My expertise is in understanding your organization’s business and people needs and matching you with the talent needed at this phase of your organization's growth.
It’s a skill set I’ve spent 20+ years honing across the nonprofit and for-profit sectors, and the reason that my clients trust me to advise and expand their teams again and again.
Still Curious?
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Conducting a thorough intake process to understand current business state, culture, team and hiring manager style, and more
Writing a compelling job description
Sourcing top talent from our expansive network
Developing interview questions, scoring rubrics, and skills assessments
Curating the interview team and scheduling interviews
Weighing team needs against candidate strengths /experience
Completing reference checks
Managing the offer
Advising on onboarding
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I know that “Group” is in our name, but when you hire Carrington Talent Group, you’re working directly with me. Unlike big recruiting firms that often match organizations with junior recruiters, I take the lead on every executive search (with the help of my small, exceptionally talented team of recruiters and consultants who assist in their specific areas of expertise).
In contrast to many other search consultants, I have worn the hats of Vice President, hiring manager, and head of Talent Acquisition, which means I bring a holistic perspective when helping you evaluate the talent; we’ll consider candidates’ strengths and experience, but also how they will provide valuable leverage and fill gaps on the team overall.
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I use a consultative, trust-forward approach with my clients and candidates, making sure the needs and goals of each stakeholder are taken into account. That approach spans into onboarding, too; I offer guidance on how best to onboard new hires based on observations during the interview process and feedback gleaned during reference checks, which helps ensure their successful integration into the team. It’s a comprehensive approach that has proven to be effective in hiring team members who are truly a good fit for the role, find immediate success, and want to stay on your team.
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We know that diverse organizations and teams lead to better business outcomes. In the recruiting process, diversity shouldn’t be an afterthought, but rather an integral part of the search strategy … and this doesn’t mean compromising on quality. And, sometimes we need to use more unique channels of sourcing to find the talent that is right for the role. My 15 years of experience working in the talent development and recruitment space has given me an unrivaled network of talent from historically marginalized communities spanning across the corporate, professional services, tech and nonprofit landscape. More than 70% of my hires have been people of color, and the vast majority of mid-career and executive-level hires have an advanced degree.
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I know that by the time we start a search, the time to hire is often “yesterday.” We are an efficient team, well-known for hiring rockstar candidates quickly without compromising on quality. Depending on the role, level, and about 20 other factors(!), a typical search takes anywhere from 6 – 20 weeks. Once I understand more about your needs, I can give you a more accurate answer. Read our client stories to dive further into our impact for our clients.
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The standard fees for executive search services range from 20-30% of the new hire’s first year of compensation. The standard fees for strategic talent advisory and project-based consulting range from $200 – $500 per hour (less for project rates). However, every consulting engagement is customized because your organization’s needs are unique to you. Inquire, and we’ll meet one-on-one so I can provide a personalized assessment of your needs and customize a quote to match your objectives.
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Since starting Carrington Talent Group in 2019, all of my full-cycle searches have been successful; I have not been asked to rerun a search or refund a dime. I'm very proud that my 100+ hires during this period have been a strong fit, with quite a few promotions as well. That said, I will rerun the search for you if the new hire exits within the first six months. Our search agreement outlines all of these terms, so there will never be any surprises!
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You are not alone. Nearly all of my clients have hired me for multiple searches – and in some cases 10 or 20 – either over the course of several years or at once.
Sometimes when you decide to backfill a role or hire for a new function, this opens a can of worms about where your organization is at this point in time in its development. You may need a sounding board, or you may need an organization redesign. Let's discuss.
Tracy Sodd, Founder/CEO, Electric Fork Media
“I learned firsthand the cost of not hiring Catherine to fill a critical role on my team. While her services aren’t cheap for a small business owner like me, the consequences of making the wrong hiring decision cost me $60,000 and over 100 hours to fix what the new hire got wrong. Don't make the same mistake I did—hire her now.”
Recruiting and onboarding a new leader for your organization is a big responsibility — one that you have to manage on top of wearing nine other hats. But with me as your partner, the hiring process will be easy, efficient, and — dare I say it — enjoyable.