Have a question you'd like to ask about the academic
search process or Pauly Group Services?  

Send us an E-mail and we'll respond as soon as possible.

"You recently conducted a search for us. Just one question.
Many of the candidates interviewed surprisingly well.
Did they have the questions in advance?"

Reply:

No. Candidates in a Pauly Group search never receive committee interview questions in advance. However, as we recruit to the Position Profile, it's not surprising that your candidates were very comfortable with the topic areas discussed during the interviews.

Question:

"I understand that the Pauly Group represents two-year colleges in searching for senior administrative personnel, and applaud you on serving this unique and vital group. To whom could I send my resume in order to receive consideration for any future searches? Thank you for your time."

Reply:

To receive notices of all searches, send your name and address to:
aprovart@paulygroup.com

or mail the information to:

Angela Little Provart
President
Pauly Group, Inc.
2921 Greenbriar Drive, Suite D
Springfield, IL 62704

If you receive a notice that you're not interested in, please pass it along to someone who might be qualified.  To be removed from the database at any time, simply e-mail or call our office at 217.241.5400.

Question:

"I am interested in learning how the Pauly Group assists individuals in finding upper level administrative positions in community and technical colleges."

Reply:

The Pauly Group works for and represents community and technical colleges. Therefore, it would be a conflict of interest to represent an individual candidate. However, we'd be very pleased to receive your resume and add your name and address to our data base.  Once entered, you'd receive notices of all upcoming searches handled by the group.  

In addition, Angela Little Provart regularly attends and presents seminars and workshops for candidates at various national conventions and regional meetings of ACCT, AACC, AAWCC, NILD and others.  And, time permitting, she is happy to discuss individual career plans at the end of the program.  

Question:

"I'm confused! What's the difference between an employment agency, an executive recruiting firm, and your academic search consulting firm?"

Reply:

Typically, an employment agency handles placement of clerical, technical, and supervisory personnel. Because they collect fees from the applicant, the hiring company, or both, they are licensed and regulated by the states in which they operate. These firms often conduct significant applicant testing of clerical and technical skills for the employer.

Generally, employment agencies receive a job order, advertise the position, test the applicants, and provide the employer with a slates of 3 to 5 candidates. Fees range from a flat dollar amount up to 30% of the annual salary of the position being filled.

An executive search firm is limited by federal employment law to the placement of only supervisory, management, and administrative personnel. While many firms use the title "executive search" in their advertising, an executive search firm is prohibited by law from collecting fees from applicants. An unregulated branch of the employment services industry, quality of service and corporate ethics vary widely.

Within this classification, there are "contingency" and "retainer" firms. Contingency firms receive compensation only if a candidate they present is hired. Often more than one contingency firm is attempting to fill a position.  

Retainer search firms typically have sole responsibility for filling a position and receive compensation when the position is filled. Typically, the executive search firm presents a slate of 3 to 5 candidates to the CEO for consideration.  Fees are generally 30% of the adjusted annualized gross income of the final negotiated compensation package of the placement (including benefits and other executive perks.)

A search consulting firm, typically, has developed significant expertise in a very narrow segment of the employment market. Working closely with the final decision maker of the contracting organization, the assigned search consultant recruits, references, and assists in negotiating terms with the final hire. All applicant information is shared with the contracting organization and compensation is determined by the number of staff hours required to complete the project.

As an academic search consulting firm, the Pauly Group limits our work to the community and technical college senior administrative market. As former college professionals, we "know the neighborhood." Also, aware of the inherent dangers in 'closed door' executive recruiting practices, we maintain open communication with the college CEO's, search committees and candidates. We never "screen" or "filter" applicant pools.

We believe in and trust the inherent wisdom and common sense of dedicated, trained search committees to review all recruited candidates fairly; identify qualified semifinal candidates; and nominate their final recommendations to the CEO or governing body based solely on candidate qualifications and institutional fit.

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