HQ Search, Inc. is known for sticky placements—i.e., new employees who stay and grow.

• FIRMS:  that means your turnover costs decrease, your training costs decrease, your loss of corporate memory decreases, etc. 
• These numbers can be substantial: given an average 27% of employee salary and bonus compensation as your direct turnover cost, if your firm has a 25% turnover rate among its 1,500 employees that are each earning on average $100,000 in salary plus bonus, your direct turnover costs are about $10M annually!  Compare that number to a 5% turnover rate in the same scenario, your direct turnover costs are about $2M—your firm would be saving at least $8M a year by reducing turnover via hiring sticky employees who stay and grow.
• Your savings are even more substantial the higher the compensation levels of the professionals you employ.  Currently:
• The average U.S. CEO has about an 11.5% turnover rate, a 7 year tenure, and a $1M total salary plus bonus compensation package. 
• The average U.S. CFO has about an 11.5% turnover rate, a 5 year tenure, and a $500K total salary plus bonus compensation package.
• The average U.S. CMO has a horrific turnover rate, resulting in an average of only a 2.5 year tenure, but earns about $250K total salary plus bonus compensation package.
• Most of your professional staff is earning way over $100K in total salary plus bonus compensation…so, just think about how hiring sticky employees who stay and grow can positively impact your bottom line.
• CANDIDATES:  that means your chances of developing a job hopping track record diminish, your happiness factor increases (which your family and friends will appreciate), and your probability of being promoted increases because HQ Search, Inc. cares about how a position fits from your viewpoint, too.  No hard sell here—because HQ Search, Inc. wants a hire to be a great fit from both parties' perspectives.

• HQ Search, Inc. founder Kathy Graham has always offered a free replacement if a person hired through her efforts leaves for any reason within one year.  Since Graham started in executive search in 1984, she has only had to replace 5 hires!  The reasons behind those five replacements were:
• Two of the companies were acquired and the positions were eliminated.
• One person was accused of cheating on his expense account, but no past indications of fraudulent behavior had appeared on his thorough background check.
• The person was hired in an extremely overheated job market and was acknowledged to be light on credentials by the client and Graham, but was the best available for the compensation available.
• In response to an unexpected market change, management restructured the position's responsibilities substantially after the person was hired, which resulted in the new employee being in a position too low of a level to keep him interested in staying with the firm.
• In the aftermath of the Great Recession of 2008–2009, none of the firms that were HQ Search clients had laid off any of the individuals that they had hired before the Great Recession from HQ Search, even though a number of those firms did have layoffs during that time period.

PROOF

HQ Search, Inc. is currently researching all of Graham's placements to determine how long the individuals stayed and how many times they were promoted…so stay tuned for corroborating hard evidence that establishes what Graham and her clients know:  HQ Search, Inc. finds exactly the right person who truly fits the position and the firm, which results in new employees who stay and grow.