Drake Executive Resources is an executive search firm that was formed to address the needs of the financial and banking industries. As our clients realized, it's time consuming and expensive to find and recruit top level management personnel.

Likewise, whether your business is privately owned or a Fortune 500, hiring the wrong person for a key management position is potentially devastating. Locating and recruiting the best candidates requires specialized expertise and dedicated resources that many businesses do not have in house.

The formation of Drake Executive Resources, in conjunction with principal Ann Louise Drake is to provide business clients with the expertise, experience and resources needed to recruit top professionals for positions in finance, banking, business development and general management. We have assisted a diverse client base including closely held companies, start up businesses, hyper growth/Inc. 500, regional and Fortune 500 companies, spanning a wide variety of industries.

We are engaged or retained by business clients to complete search assignments for mid level and senior level positions. We work on behalf of our client, not on behalf of individuals who may be seeking employment.

We have spent significant time and resources to develop our systems, processes and relationships to conduct searches for clients throughout the United States.

• Assist you to define the critical characteristics related to the position, and the nuances of your organization's culture, to ensure that our search results meet your needs
• Act as your independent third party to identify candidates, recruit and assist you and the successful candidate through the offer. We accomplish this by conducting thorough research and recruiting, preparing detailed candidate profile information and verifying background information such as education, certifications, previous employment, etc.
• Interview and evaluate internal candidates against an external shortlist.
• Work as your liaison to persuade a desirable executive to leave his/her current position for a better opportunity with your organization and help negotiate terms of the transition.
• Be your confidential advisor in the recruitment process. It is particularly difficult to handle recruitment in house when an impending vacancy within your organization must be kept confidential.
• Maintain contact with you and the successful candidate for one full year following the completion of the project to help promote retention.