Jason Sanders, Ivy Exec’s Vice President of Executive Search, recently interviewed Jacob Heinrichs, Director of Recruiting for OneAccord. OneAccord works with mid-market companies & organizations, both for and non-profit, to change the trajectory of revenue growth. OneAccord’s principals are former CEO’s & business owners and have carried the weight of leadership, facing and overcoming a myriad of revenue challenges.
Jason Sanders: In which area of OneAccord do you expect the most growth over the next 12 to 18 months?
Jacob Heinrichs: Given the growth of the interim free agent and alternative approaches to hiring and working over the last couple years we expect to see an increase in our team of CEO level consultants. We find that senior executives desire more than the typical two year cycle of working then having to spend 3 to 9 months finding what’s next. There’s a lack of satisfaction with this off and on mode of career, without the control to make a larger difference in the companies they work with. It can be repetitive or unfulfilling. Many senior executives are looking for more and different and they find it coaching, consulting, interim work where they can directly effect the inner workings of the companies they associate with.
Jason: What changes and challenges do you think your company and industry will see in the next 5 years?
Jacob: The main one is the continuing growth of alternative options to hiring such as fractional leadership, which allows smaller companies to afford experienced business leaders for a couple days per week, and experienced leaders to diversify their client portfolio. Selling consultative services at the CEO level and business development are changing as well. Traditional consulting and selling approaches are less and less effective.. Companies will rely more and more on relationships and a higher level of individual trust over corporate brand in these kinds of decisions. Those executives who truly understand how to create mutual value will have more and more opportunities at the expense of everyone else. For OneAccord this means we will focus more and more on bringing in only those executives who align culturally and are very strong relationally, in addition to having the ability to see opportunities for clients.
Jason: What attracted you to OneAccord?
Jacob: We had seen more and more that senior executives were taking more control of their career in different ways: consulting, coaching, interim work, etc. while being able to make it very lucrative for them. Clearly the market had been shifting significantly to more flexible and short term options and had provided the right environment for consulting and interim work.
So, why not bring those successful senior executives, who have built or want to build a consulting practice, together under one model where opportunities, resources, ideas, and value can be multiplied for each other individually. A model where we can support each other and better serve our clients.
Jason: What three words best describe your culture?
Jacob: Service, truth, and empathy.
Jason: What are the two best perks that employees get at your company?
Jacob: For our top performing Principals there is equity ownership in the company. The culture and camaraderie of our company is pretty unique as well and what most of our Principals would say is there favorite part of working with OneAccord.
Jason: Which leadership qualities best ensure success at OneAccord?
Jacob: Relational by nature with the ability to adapt to a fast-changing services environment and a service-focused approach to success.
Jason: What gets you excited about going to work each day?
Jacob: Creating and building, learning from others, and working with amazing people.
Jason: What is the biggest misconception that you encounter about the consulting industry?
Jacob: The biggest misconception is that as a senior executive consulting work will simply materialize, perhaps through marketing efforts, or that these can be developed by others and handed off on a consistent basis. Marketing in particular isn’t effective for business development when you consider that it’s about entrusting another senior executive with your company. There is a significant amount of relationship building and trust involved where you see solo practitioners with wildly successful practices. The other side, though, is that this life and profession is open to anyone with high emotional intelligence and the ability to see deals. It’s amazing to see first-hand, but the opportunities for senior executives to create value and be compensated in kind at the small to medium business level are boundless.