The Stranberg Difference:
Stranberg vs. Traditional Recruiters
Stranberg takes a strategic, comprehensive approach to family business leadership transitions to find long-term placements that align with a family’s vision and values
Leadership transitions are rare for family businesses. They may only occur once every few decades – and when they do, the stakes are high. Hiring the wrong leader can create long-term instability and conflict, both within the organization and family.
For family businesses, a successful leadership transition requires alignment on family roles, governance structures and business strategy – before any candidate is even considered.
This reality stands at odds with how traditional recruiters approach executive searches. Most recruiters operate on a contingent model, which means they are only paid when a hire is made. Because of this, recruiters are incentivized to place hires quickly and move on. They can provide a catalog of “qualified” candidates – but fail to look beyond on-paper credentials and competencies.
This model may work for companies with frequent leadership turnover, but it doesn’t serve the unique needs of family businesses.
When it comes to family business leadership transitions, Stranberg plays the long game to find leaders that last. We don’t just recruit qualified candidates – we guide family businesses through every aspect of leadership transitions, from CEO succession planning, to executive search, to onboarding (or inboarding if the placement comes from within the business). Our team provides strategic counsel, ensures family alignment, and advises on governance frameworks to make sure new leaders are empowered to thrive in both the role and the family’s unique business environment.
Here’s how Stranberg’s approach compares to the traditional recruitment model.
Stranberg vs. Traditional Recruiters
Why Traditional Recruiters Fail Family Businesses
Traditional recruiters who work on a contingent model are motivated by short-term wins. They don’t take the time to deeply understand the culture, values and goals of the organizations they work with – which can have disastrous consequences for family businesses.
If your family business engages with a traditional recruiter, you can expect to encounter:
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Speed over fit: Contingent recruiters focus on closing searches quickly rather than ensuring the right long-term fit
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Limited commitment: Since they are not paid upfront, contingent recruiters often abandon difficult searches or prioritize clients with more straightforward needs
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Transactional approach: Traditional recruiters provide candidates – not strategic guidance on leadership transitions
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Ongoing risk: Many recruiters have a limited talent pool they continuously recruit from – which means they may potentially pull away the very candidates they placed
Are You Ready to Hire?
Find out if you’re ready to hire a family or non-family executive to fill your open CEO or other leadership role by completing our free, online succession planning assessment.
Completing the assessment will help you clarify the requirements, goals and success factors before you embark on an executive search and hiring process.
What to Expect When You Partner with Stranberg
Stranberg provides family businesses with comprehensive leadership transition strategies. Before considering who to hire, our team works with families to determine what their business needs from its executive team.
When you partner with Stranberg, you’ll benefit from our holistic approach, which includes:
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Family alignment: We ensure all stakeholders agree on leadership vision and expectations before a search begins
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Role definition: We work with family companies to craft a position description that reflects the family’s vision and long-term business strategy
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Governance and decision-making: We help families establish frameworks for accountability and leadership success
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Onboarding/inboarding and transition planning: We prepare both the executive and family for a smooth integration
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Compensation benchmarking: We help families structure executive packages that attract the top talent while maintaining fairness
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Recruitment: We find the right leader only after the groundwork for success is in place
How to Get Started
Stranberg’s CEO succession planning service sets the stage for our executive search process. Regardless of whether your ideal candidate comes from within the family or outside of it, we identify and help you vet the most qualified candidates and streamline the inboarding/onboarding process.
Contact a Stranberg succession planning expert to learn how our approach can help ensure you’re ready to hire a successor and retain them over the long term.
