Arkay Career Services, an executive recruiting firm offering services exclusively to medical device and IT industries. Our professional recruiting expertise is in placing mid to senior management and executive level candidates to medical technology and IT companies throughout the United States. Our recruiters have established a solid presence in our niche industries and earned dozens of testimonials for our recruiting efforts and level of expertise.
Within our primary niche market, our search expertise include the following positions: C-level executives, VP, senior level managers and directors, operations, sales, business development, marketing, product management, engineering, manufacturing, quality assurance and regulatory affairs (QA/RA), clinical, and more…
About Executive Recruiters
Two types of executive recruiters work from outside the hiring company to facilitate the recruitment of new executives.
The retained executive search consultant is engaged on an exclusive basis by a hiring company to identify and assess candidates to fill senior management positions typically paying a salary above $150,000. These consultants typically recruit for strategic executive jobs and are paid a fee for the search, usually without regard to its eventual outcome. Executive search consultants recruit most of the chief executives and other C-suite leaders for the world’s largest companies. Given their deep relationships with hiring organizations, they are acutely aware of which companies are growing, the talent those organizations need, and what they are willing to pay to attract top-notch executives.
The contingency headhunter is contracted nonexclusively and often is in competition with other contingency-fee search firms to identify potential candidates for lower-level management positions that usually pay a base salary of $75,000 or more. Only firms that identify candidates who are ultimately hired get paid a fee for their services. The contingency headhunter is much more likely than the retained executive search consultant to distribute your résumé to as many potential clients as possible because it increases his or her chances of making the right introduction and, ultimately, of getting paid. If you haven’t yet landed a job with significant management responsibilities, it’s far more likely you’ll be working with a contingency recruiter.
A small but increasing number of especially large corporations have entrusted the sourcing of executive-level management candidates to their own internal sourcing teams. That means an initial recruitment call may come from a member of a corporate executive staffing team (essentially an in-house management search unit) or perhaps a recruitment-specialist partner of a private equity firm whose portfolio company may need someone with your experience and knowhow.