Founded in 2015, Lakeshore Human Capital Inc. (“LHCI”), has established a reputation among executive search providers for superior client satisfaction, comprehensive sector and functional knowledge, and senior partner involvement during all aspects of an assignment.
Through a symbiotic understanding and relationship, we create and build loyalty with our clients on a long-term basis. We leverage our big firm experience while incorporating an entrepreneurial, hands-on and customized approach, where our Partners are involved in every step of the search. All candidates are personally vetted and approved by one of our Partners.
We are uniquely successful at complex searches – driven by our innate true grit. Our Partners’ experiences, both from a veteran Executive Search proficiency and our ingrained perspective, as a client, leading many internal Corporate Executive Searches at some of Canada’s top Public and Private companies have propelled our success formula and cemented our strategic methodology.
Quite simply… we consistently exceed our clients’ expectations with our integrated rapport and success rate.
With tenures at global leader Korn/Ferry International and top boutique firm Rosenzweig & Co., LHCI founder and managing partner Mandeep Grewal brings over 20 years of experience and over 350 assignment completions to the table.
Our search process has been time-tested with the completion of hundreds of assignments. Each search adheres to our core principles – timely research focus, thorough vetting, a guarantee of a senior point of contact – while providing a level of customization and flexibility to ensure your unique needs are met.
A successful search requires a comprehensive and clear understanding of your corporate culture and the specific type of candidate you require. We spend the necessary time upfront speaking to as many stakeholders as possible in order to refine the position profile and target companies.
In collaboration with our client, we develop a target group of companies and create a list of executives who currently and previously have worked with these organizations. We utilize a four step approach to our research: “cold research”, social media (e.g. LinkedIn), sourcing and our database.
Our team of search consultants, always including the Partner in charge of the assignment, will actively reach out to prospective candidates and sources through telephone calls, email and social media. We provide our clients with regular feedback and updates (weekly or bi-weekly) on the search according to their preferred lines of communication.
The Partner will interview every single qualified candidate. This crucial step is not and will never be delegated to a junior consultant or associate. By treating prospective candidates with the respect and attention they deserve, we demonstrate our and your commitment to the search.
After typically interviewing between 8-12 candidates per role, the Partner will then present our client with the best 3-5 candidates.
Having established trust with candidates and clients through our commitment to providing a senior point of contact, we will manage the candidates through the interview process. The Partner will assist with the offer negotiation and complete all required background checks including references.
Your success is our success. By remaining in regular contact with both the client and the placed candidate the Partner will monitor the transition and placement with an eye to long-term success.
Lakeshore offers a fixed or percentage fee depending on the compensation, level of the role, and complexity of the assignment.
We are confident in our unique search strategies and success rate. To reinforce our confidence, as such we guarantee each one of our placements.
My parents (mostly my mom) put a huge emphasis on school. Although neither of them graduated from post-secondary, they both regarded school as the ticket to a better life. Instead of going out with friends or participating in extracurricular activities, they wanted me (and my siblings) to study, study and then study some more. They…
Throughout my 17-year career as an executive recruiter, I have been asked by clients and candidates how does the process actually work? I’m sure the process differs between recruiters who work on a contingency versus a retained basis. The following is my advice on how to work with a recruiter that is retained (by the hiring company).…
By Jacquie Varkony and Kim Florence Most of us can cite a memorable search – when the finalist candidate went through several interviews, references, background checks and has even received a written offer, only to be counter-offered by their present employer. We’ve seen this happen numerous times, and it rarely has a positive outcome. We’ve…
