Winning the War for HR Talent.

HR Executive Recruiters Approach

The competition for market share and the push to bring products to market faster has led to an intense war for talent among Fortune 100s and startups alike, who now must find new, creative ways to attract the best people. This, in turn, has shifted demand for top HR executive talent, with CEOs now hiring more strategic, sophisticated Chief People Officers and Chief Culture Officers to help drive their talent organizations.

Frederickson Pribula Li’s approach to finding the right HR executive talent combines creativity and aggressiveness in search with compassion and warmth in building relationships among our search team, clients and candidates: a model that positions clients to win the war on talent. Our HR executive recruiters and search consultants partner with you to identify the best executives and achieve your business goals.

Longstanding HR Relationships & Expertise

With deep roots and connections to all types of HR executives, both globally and in Silicon Valley, we can short-list HR candidates immediately upon kickoff. We know the trendsetters, rising stars, senior statesmen, MBA’s with non-traditional backgrounds, and everybody in-between.

We build long-term relationships with our HR candidates. People operations leaders value thoughtful, confidential conversations about their careers, not sales pitches. Because we’ve invested time advising them, they listen when we contact them with opportunities.

Our HR-specific expertise also enables us to conduct backdoor reference checks that other firms cannot.

Partner-led Search

Our partners don’t disappear once the ink is dry on a client contract. Every HR executive search is personally managed by a partner – from kickoff through acceptance of an offer and onboarding. Clients have 24/7 access to their search partner.

Partners bring their reputations, best practices, wisdom and networks to bear on every HR search. Their direct involvement ensures faster and better outcomes.

Focus on Diversity & Inclusion in Every Search

As a women-owned business with three partners hailing from Berkeley, California; Paris, France; and Hong Kong, we strongly believe that different viewpoints create the most innovation and creativity amongst a strong workforce. To us, diversity and inclusion is less a one-off initiative and more a frame-of-mind.

Throughout the search process, whether D&I focused or in other disciplines of HR and Talent, we cast the widest net to ensure that your candidate slate includes executives with different backgrounds, experiences, cultures, and beliefs

Cutting-edge HR Executive Assessment Practices

The cost of hiring the wrong person is immense. Yet, many companies don’t know how to properly assess what they need in an HR executive. We use behavioral-based interviews to uncover intrinsic traits, and topgrading methodology to produce a comprehensive picture of each candidate’s personality, strengths and weaknesses, and work history.

In conjunction with our other best practices, these assessment activities allow us to target people operations leaders, and talent and culture innovators, who are the most qualified and offer the ideal fit for a client.

Our unique 21-point assessment evaluates:

  • Company history and its connection to the present
  • Future goals and the strategy for attainment
  • HR function according to the life-cycle stage
  • How strategic HR programs advance the business plan
  • Company culture and how it is maintained through growth phases
  • Behavioral/personality traits needed for success in the culture
Pre-IPO & Startup Specialists/HR Advisors

Startup companies are focused on execution – not organizing HR systems – and CEOs typically don’t have the time or HR domain expertise to woo and select the right people operations chief. Should they hire someone who’s focused on strategy, culture, talent acquisition or other factors? This is where we deliver strategic value for many early-stage companies.

We provide guidance about scalable people operations systems and processes, and how to create an environment that will attract and retain qualified executive HR and People leaders. We help startups evaluate various leadership profiles, project themselves well to the best candidates, recruit candidates with the desired strengths and build HR teams that can scale as the company grows.

We also promote alignment among executives, board members and investors for the organization’s HR-related strategic goals and its HR leadership requirements.

By sharing our wisdom, we help companies proactively address leadership issues and build world-class HR teams that are agile enough to meet the demands of hyper growth and global expansion.

On-demand Search Metrics

Clients deserve transparency, control and predictability in the HR executive search process.

We deliver it with interactive weekly search reports, timely benchmark data, compensation market data for salary/benefit negotiations, and detailed final assessments that provide insight into the entire search process.

Open Communications

We’re not just about the data. Relationships matter.

Throughout the search process, we maintain ongoing dialogue and feedback with clients to address questions and issues. Open communication allows searches to move briskly and ensures that selected HR candidates are aligned with company needs.

We also provide clients with a tool for tracking candidates’ reactions during interviews and for ranking candidates post-interview. We help clients build and pre-shop offers to candidates, and aggressively compete to win during multiple-offer situations.

Seamless Offer Negotiation Process

In today’s hot market for strategic People and Talent executives, HR candidates often get multiple offers and negotiations are now taking twice as long to complete.

Because we talk to similar candidates all day long, we have access to the most up-to-date information on compensation packages, both total cash and equity trends, enabling you to stay ahead of your competition in wooing your chosen candidate. We then pre-socialize your offer with the candidate so that once you extend the formal offer, you know it will be accepted on the spot.

Onboarding Consulting & Executive Coaching

Integrating a new leader onto the executive team always comes with its challenges.

We partner with you to develop a framework for the first day, week, and month, ensuring that your chosen candidate is optimally set up for success. For first-time Heads of HR, we also offer an HR mentorship opportunity with a long-time trendsetter in the space, aligning for industry knowledge and functional expertise.

Six-month Guarantee

Our approach works. That’s why we back it up with a guarantee.

If an HR executive we place leaves the position for any reason within six months of starting employment, FPL consultants will find a replacement candidate free of charge. We will conduct a thorough search with the same care and commitment as the initial search, but will not charge for our replacement search services.

What have you got to lose?

What Our Clients Say

Bryan Power

SVP, The People Team

PROJECT:Head of Diversity & Inclusion

“The candidates themselves were exceptional - I am really impressed with the slate that Frederickson Pribula Li has put together. Valerie's support has been unwavering. And I really mean it - the FPL Partners team is just excellent!”

Brad Goldberg

President

PROJECT:Head of HR

“Really nice job by the Frederickson Pribula Li team on sourcing and developing candidates. All the candidate feedback I've received about the team has been very positive from the very beginning.”