Defense Recruiting
Defense Executive Recruiting
Since 1979, BOB Search’s experience in executive search for defense originates from our very beginning. With a foundation of partnering with Northrop Grumman in the 1980s on their large hiring initiative for the B-2 program, our exclusive focus in this industry has driven us to deliver the best candidates within the industry.
Our Clients
Contact us for information on our executive search recruitment services
Boyle Ogata Bregman places leaders in the following segments:
- Prime Defense Contractors
- Unmanned Vehicles / UAV
- Satellite, Satellite Services, & Space Systems
- Land Systems
- Navy/Maritime
- Aerostructures
- Defense Electronics
- Engine and Engine Systems
- Specialty Defense Systems & Services
- Cybersecurity, Intelligence Services, & Homeland Defense
- Aerostructures
- Components & Subsystems
- Precision Machined and Cast Parts – Mechanical and Electrical
- Sensors & C4ISR
- Aircraft Interiors
- Composites & Materials
- Connectors / Misc Electronic Components
- Test Instrumentation
- Navigation / GPS
- Government Services, IT Services & Software
- Engineering & Project Management
- Simulation & Training Systems
- Test & Measurement
- Distribution
We have continued our pattern of excellence and have expanded to primes, C4ISR, electronic manufacturing, weapons development, training and simulation services, space labs, and component manufacturing.
Our recruiters have a developed, in-depth understanding and knowledge within the defense market to bring top talent to their clients. We maintain constant awareness of market trends and are driven to continuously elevate the level of talent we deliver. Their expertise extends to all functions within an organization including sales & marketing, engineering, operations, finance, human resources, manufacturing business development, quality, and technical disciplines.
Our partnerships with defense industry clients have resulted in key hires of leaders that guide their company to succeed beyond expectations, as well as complementary cultural fits within the organization.
BOB Search’s reputation is built on our foundation of establishing working partnerships with our clients. We place a high value on human capital and acknowledge our consistent results are a function of establishing strategic partnerships with our clients. Our partnerships with clients have resulted in key hires of leaders that guide their company to succeed beyond expectations, as well as complementary cultural fits within the organization.
Additional Industries We Support
For further discussion on how BOB Search can assist you with you executive hiring needs,
please Contact us for additional information.
Our Differentiators and Core Values
As one of the top executive recruiting firms, our team of recruiters have extensive knowledge and proven experience recruiting executives with backgrounds in the aerospace and defense industries.
Recent Placements
At BOB Search, our organization upholds the highest standard in the industrial manufacturing sector. We are driven by our core values:
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- Flexibility – We adapt, change, and rise to new challenges. Our team selected for their creativity, resilience, and adaptiveness to identify the talent for your search.
- Passion & Commitment – All of our recruiters are passionate about the aerospace industry and aspire to connect you with only the best potential hires.
- Proactive – We strive to find the best possible placement for your organization, working tirelessly as your partner to elevate the performance of your business.
- Professionalism – We achieve excellence in all that we do, going above and beyond to deliver high quality services and results. We prioritize transparency, communication, and thoroughness to our partnership.
- Transformative – We are constantly improving and learning, perfecting and optimizing our process to deliver results to your business. With over forty years of business, we have continued to tune and drive efficiency within our organization.
We are committed to making the industrial manufacturing recruitment process as easy as possible. Together, these standards help us remain unrivaled as an aerospace executive search firm and ensure success for industrial manufacturing companies.
Executive Search - FAQ
What is the BOB Search Process and how does your executive search firm differentiate from the rest?
Our process begins with developing a performance-based position profile that focuses on the specific results you need from the position. This serves multiple purposes. First, the profile establishes a mutual understanding of your business, your culture, and your objectives for the placement. Second, the profile acts as a recruiting tool; it attracts passive candidates and draws them into considering a new opportunity. Finally, the profile allows our team to effectively evaluate each candidate to ensure a precise fit with your company and this role.
Next, we develop a pipeline of 200+ targeted candidates who will be a precise fit for this search based on our earlier discussion. Our in-house research team has a combined 50 years of experience in identifying the best candidate for your search, boasting identification of the placement within the first week of the project 65% of the time.
Our recruiters will reach out in multiple ways until we have contacted 70%+ of the candidates, leveraging our industry connections to attract top talent. From there, we identify a group of qualified prospects for consideration, selecting and submitting the 3-5 candidates that best represent the requirements of your search. Our submission package includes the candidate’s resume and a detailed candidate summary that entails: a summary of their entire work history, their compensation (where applicable), and any relocation factors. You will have every detail needed to make a decision.
BOB Search is a name that is known amongst candidates in aerospace, defense, space, and vertical lift. They take our calls, they return our calls, and they give us referrals (and confidential references) because we are a trusted name in the market.
Please CLICK HERE to See Our Process Page to Learn More.
What will the performance based position profile look like for my search?
While all of our profiles are custom to your company and your specific role, below are sanitized examples to illustrate the comprehensive profile you will receive. Please click links below to see examples:
- POSITION PROFILE EXAMPLES
- CEO
- CFO
- GM
- VP SALES / MARKETING / BD
- VP OPERATIONS
**Need to update these.
How long does the search take?
A full search process can be completed in 12-15 weeks. The first half of that time is our sourcing, recruiting, and developing a slate of candidates for submission. The second half is the employer processing time, including first and second interviews, referencing, background checks, extension and acceptance of offer, and candidate giving notice.
Our process is finely tuned and optimized to deliver candidates to you within the first 3-5 weeks of project commencement.
What is your reputation within the industry?
Our reputation in the aerospace, defense, space, and vertical lift sectors is unparalleled. The majority of our clients come to us through referrals from highly satisfied and repeat customers. Our diverse client base spans global multi-billion-dollar public corporations privately held enterprises backed by private equity, and a spectrum of businesses in between. Our team has experience operating nationally across the United States, internationally in Europe, and locally in Southern California, we offer comprehensive coverage to meet your executive search needs.
Can you explain the advantages and disadvantages of retained and contingency firms?
The most significant difference between contingency and retained search is how the firm is paid for their services. Contingency is only paid for a placement, as a result, the firms take on a large volume of projects to increase the likelihood of receiving payment – quantity over quality. In retained search, the client company pays a retainer fee upfront to secure the services of the search firm. This is an exclusive agreement that allows the search firm to pay undivided attention to the outcome of your search.
| BENEFITS TO EMPLOYER | CONTINGENCY | RETAINED |
|---|---|---|
| Time Commitment | Work on multiple assignments simultaneously, focused on closing the project without consideration to providing you with the best fit. | Dedicated resources to your team and devoted to making the best placement, no matter how much time it takes. |
| Source of Candidates | Reliant on existing network and quick, easy-to-reach candidates who are actively looking for new opportunities. | Conduct market research to identify potential candidates, including those who may not be actively seeking new opportunities. |
| Size of Candidate Pool | Limited to the network of active job seekers. Typically 20-30 resumes per project. | Cast a wider net and equipped with the resources to access a larger, more diverse candidate pool. |
| Quality of Evaluation | Superficial screens to ensure candidates meet the basic qualifications. | Comprehensive and detailed assessments that are necessary for executive placements. |
| What you receive | Shortlist of candidates and their resumes. Complete candidate profiles equipped with work history, compensation reports, and comparisons to slate. A partner to throughout the process and advisement on your selections. | Complete candidate profiles equipped with work history, compensation reports, and comparisons to slate. A partner to throughout the process and advisement on your selections. |
| Free | Typically 25%-30% of the candidate’s first year salary. | Typically one-third of the candidate’s first year salary. |
Comparing the value of these models is dependent on your needs and priorities, the level of the position being filled, and the complexity of the search.
Retained search models offer a personalized and attentive service, dedicating more time and resources to understanding your needs, and supporting you throughout the entire process. This value is demonstrated for clients seeking to fill senior-level or highly specialized positions where finding the right candidate is critical to your organization’s success.
With a retained firm, you can expect a higher caliber of candidate quality. We have access to industry leaders, we build a broader a more diverse candidate pool with active and passive candidates, and our evaluation ensures these candidates are representative of your requirements.
Which industries do you specialize?
We are an executive search firm that exclusively serves the Aerospace, Defense, Space, Vertical Lift, and Industrial Manufacturing industries. We complete between 40 and 60 searches per year across all business functions including engineering, sales and marketing, human resources, and operational leadership roles, for C-level and executive leadership positions. Even though we work across these niche industries, our sourcing process to precisely identify candidates is the same on every project. We find candidates that meet your specific requirements and ensure that the candidates are motivated to meet the objectives outlined for the role.
What is your success rate?
The retained search model requires a placement. When a client is committed to making the hire, our success rate is 90%+. Occasionally, our clients discontinue a search due to their own internal business decisions.
When can we expect to see candidates?
Our contract stipulates a delivery window of 6-8 weeks for candidate submission. However, our team strives to expedite the process, aiming to present candidates within 4-6 weeks. Given our focus on engaging passive candidates and developing a pipeline exceeding 200 qualified profiles, the response times may be slightly extended compared to traditional applicant pools.
The standard time to complete a search is 15 weeks on average. Within this period, half the time is dedicated to your engagement allocated for interview processes, extending offers, and necessary delays related to the placement giving notice to their current employer.
What is your process for becoming familiar with our company culture?
After an in-depth analysis of your company, including a site visit, when possible, conversations with your key executives and stakeholders, and completion of our position profile questions, we develop a profile custom to your organization and culture. Feedback from our candidates attests to our understanding of your organization and search parameters, surpassing their expectations when working with an executive search firm. This thorough approach ensures a seamless fit within your organization.
We would be happy to start a conversation and see if this could be the best next step for your organization. Please provide contact information below to learn more.
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