The following questions are those we are asked more often than any others…if you have a question or concern that you do not see addressed here; please contact your MSA Representative.

What types of positions do you recruit for?

 MSA conducts searches for any management level position within the mortgage banking and financial services industry. This includes, but is not limited to:

• Wholesale / Retail Branches (Branch Manager (+) Loan Officers or AE's)
• Branch / Sales Manager
• Area Manager
• Private Mortgage Banker
• Regional Manager
• National Production Manager
• Secondary Marketing Manager
• Information Technology Manager
• Underwriting Manager
• Regional / National Operations Manager
• Senior / Executive Vice President
• Chief Operations Officer
• Chief Executive Officer
• President

How long will it take to start seeing candidates?

 The time frame in which you will begin to see a strong candidate pool emerge is generally within a few weeks. However, every search is different. More time intensive searches include those that involve highly technically skilled candidates or those at the Executive level. Even in the most difficult assignments, you should begin to have Resumes presented for review within three weeks (at most) after assigning the search to MSA.

top

Will you advertise our opening on a Job Board?

From time to time – especially in the case of Administrative positions – we have posted openings we are working on. We certainly will be happy to advertise any opening your firm has on some of the industry Job Boards if you would like us to. However, we have found greater success by going directly into competitor firms and identifying / recruiting those individuals who are happy, successful in what they are doing and are not necessarily looking to make a change. Although it certainly isn’t the case in every instance, for the most part, the Candidates you want on your Team are not those who are cruising the Job Boards.

top

Does MSA have industry References?

 Absolutely! Please ask your MSA Representative for a copy of our corporate References. You may also want to review the “Testimonials” section of our website.

Our firm has worked with other Recruiters on a contingency basis…why do we need to pay a Retainer?

In the early days of MSA, we too worked on a contingency basis. However, here is what we found: When we begin a search, we literally “blanket” the geographic area in which the search is being conducted. In the case of a Regional Management search, for example, we talk to Loan Officers, Branch Managers, Regional Managers, MI Reps, and anyone within that market that may be in a good position to either refer potential candidates or give us an honest opinion of the ones we may already have.

We found that the people we were talking to were also talking to industry peers about the search…Branch Managers to go MBA functions, MLS lunches and caravans. Regional Managers meet and recruit loan officers in social settings, Executives go to the same industry functions, etc. 

Using a Regional Management search in northern California for XYZ Mortgage as an example: During the course of general “who’s doing what” industry talk, word spreads that XYZ Mortgage is looking for a Regional Manager in northern California. Word reaches candidates we simply “gotten to” yet. They have no idea that MSA is conducting a search for XYZ, only that XYZ Mtg is looking for a Regional Mgr. That individual picks up the phone, contacts the company directly and is subsequently hired. Through no fault of our own, and in fact because of our efforts, word spread throughout the market and XYZ ends up with a great new Regional Manager. Yet MSA is left with nothing to show for our hard work except allot of time and effort being expended.

After experiencing this more than a few times, we elected to conduct searches on a retained basis. Just like you, we want to be paid for the work we perform.  It becomes a shared risk endeavor, instead of MSA absorbing 100% of it.  It also sends a clear message to us as well as prospective candidates that you are serious about expansion / recruiting and have hired industry professionals to make it happen.

We also wanted to make it a “win-win” for our Clients. Therefore, we have included a few benefits that most retained search firms do not offer:

•  Performance Guarantee: We stand behind our Performance Guarantee with every Retainer we collect. If we do not provide quality candidates that meet or exceed your list of candidate criteria, you are eligible for an 80% retainer refund. As far as we are aware, no other retained firm offers this. We do not accept assignments we are not confident in filling or those in which there is no clear value proposition for prospective candidates. (And yes, we have turned down more than a few!) 

• Preferred Rate:  Retained searches are offered at a savings of approximately 20% from standard contingency rates. This can equate to substantial discounts on Placement Fees. The Retainer portion of the fee is paid in advance, prior to the search commencing. The amount of the Retainer is then deducted from the total Placement Fee at the time of hire. Hiring MSA to fill multiple positions also entitles your firm to a Volume Discount, in addition to the retained rate.

• Retainer Transfer Credit:  In the event you retain MSA to conduct a search for your firm, yet a candidate is hired through other means, the amount of the paid retainer may then be "transferred' to any other search within your organization.  Example: You retain MSA to fill a Regional Management position in San Diego.  As the search gets underway, one of your underwriters refers a candidate to you who is perfect for the role and is subsequently hired.  While the position you hired MSA to fill is no longer available, you also need a new CFO.  Or a Branch Manager in Phoenix.  We simply transfer the retainer credit to the new search; the amount of the retainer is deducted from the Placement Fee at the time of hire.

One last word about Retained Searches and the Credibility Factor... We are frequently asked by candidates, "Have you been retained to conduct this search?" Or, "Do you have an exclusive from the company to fill this role?"  Retaining an executive search firm to facilitate expansion or fill a specific position within your company sends a very clear message to the candidate pool.  It demonstrates that you are credible, serious about hiring the best candidate and will be selective about who is chosen for the position, as evidenced by a financial investment and commitment to excellence. 

top

How do we get started in hiring MSA to conduct a search for our firm?

We will start by going over the positions you need filled. We may ask you to complete a brief Job Description form, which will provide greater details on the position. If we feel that the compensation package you are offering is competitive and the list of candidate requirements reasonable, we will forward our standard Executive Search Agreement for your signature. An invoice representing the Retainer portion of the Fee will be sent separately. Once we receive the signed Agreement and the Retainer, the search will officially get underway.

top

What are our responsibilities with regard to the search process?

The most critical factor in the success (or failure) of any search is the company’s responsiveness when a strong candidate emerges. Exceptional candidates are not on the market long. Word travels fast. Obviously, we do not expect you to “drop everything” and schedule an immediate interview the minute we submit a resume. However, once we have a recruited a qualified candidate who is excited about your company and interested in the opportunity, initial contact between the company and candidate should occur within 48 to 72 hours.

top

What happens if we pay a Placement Fee and the Candidate doesn't work out?

In addition to our Performance Guarantee, MSA also offers a Candidate Guarantee on every placement we make.  If a candidate resigns or is terminated for cause within the Guarantee Period, MSA will replace the candidate once at no additional cost to the Client.  If a hired candidate resigns or is terminated for cause beyond the guarantee period, we will replace the candidate at a deeply discounted rate.  The amount of time allotted for the guarantee period is not the same for all candidates and will be clearly outlined in the Search Agreement.

top

Does MSA offer any additional Services beyond recruiting?

Yes. Please see the “Services” section of our website for more information.

top

For questions not addressed in this section, please contact your MSA representative or use the "Contact Us" form in the Employer section of our website.