TSSG DIVERSITY offers executive search research tailored to your specific needs. Typically, we conduct candidate identification and deliver an actionable list of prospective candidates with biographies and contact information. Additionally, we also develop candidates, delivering interested, qualified candidates that we have screened on your behalf. Of course, if your team is too busy or lacks the expertise, we can manage the entire executive search from start to finish (retained full cycle recruitment/placement)

• Diversity Talent Pools: We identify the best-of-the-best diverse talent from all your favorite target companies and build custom talent pools to ensure diversity inclusion.
• Diversity Benchmarking: We gather closely held information about the diversity of competitor organizations to make comparisons, gain valuable insights, and discover opportunities to increase the diversity of senior executive talent.
• Executive Search -Research: We ensure the best-of-the-best diverse candidates are well represented in every executive search we conduct. We measure and track diversity every step of the way.

TSSG DIVERSITY conducts executive search research on the East Coast, Mid-Atlantic, Southeast and at every engineering /architecture/construction hub in between. On the East Coast, we serve the Greater NYC Area, including Connecticut, New Jersey, and New York, Philadelphia, Metro DC/Silver Spring, and the Greater Boston Area, Maine, New Hampshire, and Vermont. On the Southeast region, we have regularly and consistently done work in Florida, Georgia, North Carolina, and Virginia. In between, we identify, profile, and develop candidates at companies across the United States- California, Midwest, Mountain States, Northwest, Southwest, Texas & Louisiana.

TSSG DIVERSITY specializes in A/E/C recruitment research-licensed engineers, architects, SP ENV, LEED, CM Professionals. Our A/E/C clients serve the following market sectors: General Building – commercial buildings, offices, stores, educational facilities, government buildings, hospitals, medical facilities, hotels, apartments, housing; Manufacturing – auto assembly, electronic assembly, textile plants; Power – thermal and hydroelectric power plants, waste-to-energy plants, transmission lines, substations, cogeneration plants; Water Supply – dams, reservoirs, transmission pipelines, distribution mains, irrigation canals, desalination and potability treatment plants, pumping stations; Sewerage / Solid Waste – sanitary and storm sewers, treatment plants, pumping plants, incinerators, industrial waste facilities; Industrial Process – pulp and paper mills, steel mills, non-ferrous metal refineries, pharmaceutical plants, chemical plants, food and other processing plants; Petroleum – refineries, petrochemical plants, offshore facilities, pipelines; Transportation – airports, bridges, roads, canals, locks, dredging, marine facilities, piers, railroads, tunnels; Hazardous Waste – chemical and nuclear waste treatment, asbestos and lead abatement; Telecommunications – transmission lines and cabling, towers and antennae, data centers and web hotels.

We also work in the A/E/C-adjacent industries, including Environmental, Oil/Gas, Power/Utility, and Green Energy, as well as Sustainability and ESG. If you have positions to fill from the Vice President level on up to C-level roles, that’s what we do. We actively conduct candidate sourcing and, if needed candidate development for Vice Presidents, Senior Vice Presidents, Executive Vice Presidents, and CXO roles such as Chief Operating Officer, Chief Technology Officer, Chief Human Resources Officer, and Chief Information Officer. We also develop research for divisional CEOs, General Managers, and Managing Directors.

Yes, TSSG DIVERSITY has a proprietary database with more than 25,000 candidates. Our exclusive data includes extensive talent mapping of major A/E/C companies.
Although the TSSG DIVERSITY database provides us easy access to information about leading candidates, we conduct fresh research for every search engagement addressing the client’s specific needs. In other words, to ensure confidentiality for every client, we never sell existing research.

Yes; all of our candidate profiles come with available photos, biographies, and contact information.

Traditional retained search can be riskier and more expensive. On average, 40% of all retained search engagements fail to complete. Additionally, the large, retained search firms usually charge engagement fees in excess of 150 thousand dollars per search. Our recruiting research resembles the work of retained executive search firms. However, TSSG DIVERSITY is designed to power up the work of your internal recruiting team. We usually focus on the front of the executive recruiting process and provide an actionable list of prospective candidates with complete biographies and contact information. Or, we also can provide an actionable list of interested, qualified candidates. Moreover, when a corporate recruiting team lacks the bandwidth or necessary expertise for a highly critical search, we frequently manage the entire executive search from start to finish.

The term “passive candidates” refers to candidates who are not actively seeking a new job. When you post a job to attract “active candidates”, many applicants are unemployed or even disgruntled workers. Additionally, many applicants ignore the requirements of the job to which they are applying. As a result, companies are inundated with applicants who are not qualified. Often the yield of qualified applicants for a job posting is 1-3%. Moreover, you leave the results up to chance, hoping that the ideal candidate spots your posting and is seized with the impulse to apply. Targeting passive candidates is far more efficient and effective. It enables us to identify and, if needed, qualify the best-of-the-best, closing searches faster with top-performing candidates.

TSSG DIVERSITY is designed to help corporate executive recruitment teams to speed time-to-hire. Often TSSG DIVERSITY is called in to provide an actionable list of candidates at target companies with biographies and contact information. The corporate executive team then does the outreach and recruiting. Other times, we qualify candidates as well, handing off interested candidates to our clients to move the candidates through to hire. Furthermore, we provide progress reports and meet with our clients over the course of the engagement. We share the research to inform discussions around our ongoing strategy to maximize the impact of our work.

Yes. In fact, we make it a point to ask internal recruitment teams for the list of candidates they have already considered or recruited. We do that to avoid wasting time revisiting the same candidates. We also analyze the client’s list to identify holes in the research. That is often how we uncover dream candidates’ others miss.

Based on our success, our clients often ask for our help identifying top talent for other parts of their organization, including financial services, and human resources, or other areas.

TSSG DIVERSITY charges a flat fee. We do not charge by-the-name or by-the-hour. Our flexible pay-as-you-go ensures that you only pay for the amount of recruiting research work you need. Our 40-hour weekly price is $6,000.

How long the engagement will last depend on the scope or size of the engagement. Frequently, our engagements last between one and three months.

Yes – the fee for the project will be one-third of the first year estimated compensation (base salary + signing bonus) for the position. Fees will be paid according to the following schedule:
• Deposits of one-third (33%) of the first year estimated fee (calculated at the max-point of the salary range) due before work is initiated.
• Balance due upon start date of the referred candidate