Clients
Since May 2006, the JFA team is eager to bring difference-makers to your team. Learn more about our approach,
Our Approach
JFA relies primarily on its proprietary global network of over 22,000 individuals for its success in recruiting. Each member of this network is carefully identified by her/his specific skills and interests. The high response rate to our outreach attests to the relationships we have built. These connections lead to candidates who are immediately interested in specific opportunities, and they can also result in referrals to other equally qualified candidates. To augment this outreach, each JFA manager utilizes an array of social media tools and platforms and posts to germane industry job boards. The upshot is a candidate pool that is deep and diverse and one that ultimately delivers a winning match.
Every candidate is carefully screened and vetted by the JFA recruiter using a set of proprietary techniques to confirm an alignment of skills to job requirements and, more importantly, a winning chemistry between candidate and client. In addition, JFA will assist with interview logistics, reference checks, background checks and onboarding.
Our Approach
JFA relies primarily on its proprietary global network of over 20,000 individuals for its success in recruiting. Each member of this network is carefully identified by her/his specific skills and interests. The high response rate to our outreach attests to the relationships we have built. These connections lead to candidates who are immediately interested in specific opportunities, and they can also result in referrals to other equally qualified candidates. To augment this outreach, each JFA manager utilizes an array of social media tools and platforms and posts to germane industry job boards. The upshot is a candidate pool that is deep and diverse and one that ultimately delivers a winning match.
Every candidate is carefully screened and vetted by the JFA recruiter using a set of proprietary techniques to confirm an alignment of skills to job requirements and, more importantly, a winning chemistry between candidate and client. In addition, JFA will assist with interview logistics, reference checks, background checks and onboarding.
Contingency Search
In a contingency search, a fee applies only if the search successfully concludes with a hire by JFA. In such searches, JFA prefers a semi-exclusive period of 30 days, after which, if the client is not satisfied with our results, other search partners may be invited into the process. In a standard contingency search, there is no exclusivity window. After a hire is made through JFA, a 90-day guarantee period is provided for all contingency searches. If the hired candidate fails to meet expectations and is released within 90 days of hire, the client is eligible for a full refund or JFA will find a replacement, with urgency. Over the past five years, 99% of JFA contingency hires have thrived past the guarantee period.
Contingency Search
In a contingency search, a fee applies only if the search successfully concludes with a hire by JFA. In such searches, JFA prefers a semi-exclusive period of 30 days, after which, if the client is not satisfied with our results, other search partners may be invited into the process. In a standard contingency search, there is no exclusivity window. After a hire is made through JFA, a 90-day guarantee period is provided for all contingency searches. If the hired candidate fails to meet expectations and is released within 90 days of hire, the client is eligible for a full refund or JFA will find a replacement, with urgency. Over the past five years, 99% of JFA contingency hires have thrived past the guarantee period.
Retained Search
In a retained search, a successful outcome is guaranteed, and, in return, JFA is guaranteed payment. Retained searches are typically deployed for C-level searches or other searches of pressing strategic importance or high confidentiality. In a retained search, the JFA recruiter clears his/her desk to work solely on the assignment at hand. The guarantee period for retained searches is 180 days. JFA has conducted 66 retained searches since 2012 and all – 100% – of these hires have succeeded past the review period.
Retained Search
In a retained search, a successful outcome is guaranteed, and, in return, JFA is guaranteed payment. Retained searches are typically deployed for C-level searches or other searches of pressing strategic importance or high confidentiality. In a retained search, the JFA recruiter clears his/her desk to work solely on the assignment at hand. The guarantee period for retained searches is 180 days. JFA has conducted 66 retained searches since 2012 and all – 100% – of these hires have succeeded past the review period.
Contract and Contract-to-Perm
Occasionally, a client needs the flexibility provided by hiring a contract worker for a discrete project. In some instances, the contract hire may be elevated to full-time employee over time. JFA is adept at finding contractors and contract-to-perm talent. We are ready to meet clients’ needs in all situations.
Contract and Contract-to-Perm
Occasionally, a client needs the flexibility provided by hiring a contract worker for a discrete project. In some instances, the contract hire may be elevated to full-time employee over time. JFA is adept at finding contractors and contract-to-perm talent. We are ready to meet clients’ needs in all situations.
Diversity
JFA embraces the mission of increasing workforce diversity in the sectors it serves. Our approach to hiring diverse candidates focuses on several tactics. First, we are continually working to identify candidates of color and bring them into our network. Second, every assignment is posted to an array of diversity (veteran and disability) websites. Lastly, for positions based in the US, JFA has developed relationships with several historically black colleges and universities (HBCU), and we conduct outreach to their alumni networks.
Talk is cheap in this area, so here are the numbers relevant to our success in placing candidates of color in recent years (as a percent of our total hires in that period):
2018: 20%, 2019: 13%, 2020: 25%, 2021: 22%, 2022: 22%, 2023: 25%
We are not satisfied with these results, but the trend is moving in the right direction. JFA believes the strength and productivity of a workforce is directly proportionate to its diversity, so we will continue to make diversity a priority in all our recruitments.
Diversity
JFA embraces the mission of increasing workforce diversity in the sectors it serves. Our approach to hiring diverse candidates focuses on several tactics. First, we are continually working to identify candidates of color and bring them into our network. Second, every assignment is posted to an array of diversity (veteran and disability) websites. Lastly, for positions based in the US, JFA has developed relationships with several historically black colleges and universities (HBCU), and we conduct outreach to their alumni networks.
Talk is cheap in this area, so here are the numbers relevant to our success in placing candidates of color in recent years (as a percent of our total hires in that period):
2018: 20%, 2019: 13%, 2020: 25%, 2021: 22%, 2022: 22%, 2023: 25%
We are not satisfied with these results, but the trend is moving in the right direction. JFA believes the strength and productivity of a workforce is directly proportionate to its diversity, so we will continue to make diversity a priority in all our recruitments.
Hiring Highlights
Click to view our hiring highlights in recent years:
Testimonials
“I really appreciated the care you took with our last search, and we’re still delighted with our Director of Publications, Communications, and Marketing that you helped us find. You would top my list of search firms if we need to go to market on something again.”
-Chris Stelzig, CAE
Executive Director
Entomological Society of America
“We have turned to Jack Farrell & Associates for a variety of positions over the years, and, in every instance, we had a resounding success. Jack and his colleagues presented us with a diverse pool of knowledgeable and experienced candidates from which we were able to add key talent to our team. We remain very happy that these team members are still contributing to our successes, and grateful for the collaborative manner in which Jack Farrell & Associates worked with us to bring them on board.”
-Glen P. Campbell
Former Managing Director
BMJ, The Americas
“JFA was remarkably resourceful in reaching a broad and deep candidate pool that includes innovators and leaders from the world of scholarly publishing and beyond. They were quick to address any questions and concerns we raised and had a deep insider’s view of the publishing industry and the transformative pressures reshaping enterprises therein. JFA was thoughtfully engaged with us throughout our process and demonstrated a consistently deep understanding of our needs and interests for this new position.
I am looking forward to working with our new Director. I recommend Jack Farrell & Associates unhesitatingly for any similar recruitment process.”
-Joe Lucia
Dean of Libraries
Temple University
Hiring Highlights
Click to view our hiring highlights in recent years:
Testimonials
“I really appreciated the care you took with our last search, and we’re still delighted with our Director of Publications, Communications, and Marketing that you helped us find. You would top my list of search firms if we need to go to market on something again.”
-Chris Stelzig, CAE
Executive Director
Entomological Society of America
“We have turned to Jack Farrell & Associates for a variety of positions over the years, and, in every instance, we had a resounding success. Jack and his colleagues presented us with a diverse pool of knowledgeable and experienced candidates from which we were able to add key talent to our team. We remain very happy that these team members are still contributing to our successes, and grateful for the collaborative manner in which Jack Farrell & Associates worked with us to bring them on board.”
-Glen P. Campbell
Former Managing Director
BMJ, The Americas
“JFA was remarkably resourceful in reaching a broad and deep candidate pool that includes innovators and leaders from the world of scholarly publishing and beyond. They were quick to address any questions and concerns we raised and had a deep insider’s view of the publishing industry and the transformative pressures reshaping enterprises therein. JFA was thoughtfully engaged with us throughout our process and demonstrated a consistently deep understanding of our needs and interests for this new position.
I am looking forward to working with our new Director. I recommend Jack Farrell & Associates unhesitatingly for any similar recruitment process.”
-Joe Lucia
Dean of Libraries
Temple University