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Executive Recruiting

President/CEO Executive Search

Finding the best fit for the President/CEO position is one of the most important decisions a board of directors can make and also one of the most challenging. A President/CEO search involves many factors including executive competencies, cultural fit, and board/CEO dynamics. D. Hilton Associates has the knowledge and experience to identify not only the skills and knowledge a credit union is seeking in their next CEO, but also those intangible qualities that make an executive placement truly successful. Our President/CEO Executive Search process includes:

 

  • Onsite Board Workshop that includes a discussion of competencies the credit union is looking for in its next chief executive, the mission and values of the credit union,  address executive transition concerns, and discuss competitive compensation trends.
  • Proprietary and customized Leadership Competency Survey for the Board and the executive management team.
  • Multiple methods of candidate sourcing including industry referral contacts, multiple databases, and extensive outbound research of talented professionals throughout the financial industry.
  • Inclusive, flat-fee pricing structure and unconditional search guarantee. If the candidate leaves within the guarantee time frame, D. Hilton Associates will conduct the search again at no cost to the credit union.
  • Real time executive compensation data on 80% of the financial services industry.
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President/CEO Executive Search
WHITEPAPER:
What’s it Going to Take? Target Hiring Guidelines for Credit Union Executives
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C-suite Executive Search

As credit unions contend with the increasing challenge of replacing executives as more retire each year, effective executive recruitment become ever more important. A shrinking talent pool means a more competitive hiring environment and credit unions have to ensure they are attracting the best talent possible. D. Hilton Associates has the experience and industry network to help credit unions overcome the challenges in today’s hiring environment.

 

Despite the breadth of our recruitment experience, our clients find that our focus is on quality placements. Using an intense and rigorous process that utilizes exacting methodologies, D. Hilton Associates selects and ultimately presents only the most capable and qualified candidates. When choosing a partner for your executive recruiting needs please consider the following:

 

  • Decades of combined recruiting experience among the senior management team.
  • Unconditional guarantee and flat free retainer pricing on all searches
  • Multiple databases with profiles of bank and credit union professionals.
  • Nationwide distribution of both clients and candidates.
  • Real time executive compensation data on 80% of the financial services industry.
  • Executive Search Planning Workshop to listen to the organization’s needs.
  • No affiliations with other divisions (e.g., overdraft products), vendors (e.g., branch design firms) or associations (e.g., CUNA, CUES, ABA, etc.) that would impair our ability to offer the best candidates.
  • Multiple personality and aptitude testing options based on client needs.
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Executive Management Succession Planning

Planning in an advance of a change in leadership can facilitate the smoothest of transitions for your credit union. Our executive management succession plans prepare credit unions for a positive transition with a succession plan that equips your credit union to focus on building momentum from one generation of leadership to the next. Our succession plan development can include, but is not limited to:

 

  • Preparation of a comprehensive job description, following an extensive assessment of the board’s priorities, goals and vision for the credit union.
  • Development of the ideal President/CEO profile to ensure successful selection decisions.
  • Development of compensation options consistent with market conditions, with a custom compensation trend report.
  • Evaluation of executive team and successors to determine strategic ability, cultural fit, board chemistry, and overall acumen
  • Development of Final Plan Document that includes roles, transition procedures and a contingency plan.

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