Executive search software
The future of executive search starts here
Loxo's Talent Intelligence Platform for executive search agencies empowers you to become a true strategic partner to your clients — all while staying at the cutting edge of recruitment technology & best practices.
Talent intelligence is changing executive search — for good
Your existing tools
Target list, research and name generation takes weeks to months
Talent insights and market mapping takes weeks
Every search starts from scratch without learning from previous searches
Waste time bouncing between multiple, non-integrated tools just for research, gathering contact information, and outreach
Incomplete or out-of-date candidate profiles clutter up your CRM
Scour LinkedIn, your network, and other platforms trying to find candidates
Subscribe to a contact information service that provides you with work, not personal, contact information
Loxo Talent Intelligence Platform
Target list and name generation takes days
Research, talent insights, and market mapping are instant
The AI in your account gets smarter with every search assignment
When you find a qualified candidate, with one click you can see their contact information, drop them into the pipeline, and start an outreach campaign
Your Recruiting CRM enriches + stays up to date automatically
Access to a proprietary database of hard-to-find, diverse professionals
Personal contact info for over 800 million professionals
In the past year, 50% of the world’s top executive search networks have chosen to partner with Loxo
“Switching to Loxo has felt like a real investment in our recruitment process. It’s more than just saving time — it's about having a partner that’s thinking ahead for us. Having Loxo in place shows that we are tech-forward. It’s a fresh approach, it’s a differentiator.”
– Cristina Sacco, VP of Marketing at Protis Global
One simple platform that makes your entire workflow more sophisticated
Talent Intelligence Platform
It shouldn't take 10+ tools to make one hire
With the Talent Intelligence Platform, you move through your entire recruitment workflow seamlessly by bringing it all under the same roof.
When you find a qualified candidates (or clients), you can instantly access their contact info, drop them into a pipeline, and start an outreach campaign — all in just a few clicks, without ever having to leave Loxo.
From there, you can track progress and results over time — so you can double-down on winning behaviors and improve performance.
Build a talent database
Don’t start each search from scratch. As soon as you get the top 10% of talent into your database, your recruiters will become unstoppable.
Search your talent database
It won’t matter if you have the top 10% in your database if you can’t find them. Loxo’s Recruiting CRM offers the best search capabilities in the market.
Nurture your talent database
The best recruiting organizations build long-term relationships and hire top talent when the timing finally aligns for the perfect match.
State-of-the-art
The #1 job of a Recruiting CRM is to manage the recruiter's daily workflow. Loxo is so easy and effortless, your entire team will be breaking performance records.
Centralize activities and communications in one place
Track all activities and historical communications in one centralized place for your entire team.
Sales CRM
Manage all business development activities and forecast revenue in one software system with Loxo Sales CRM.
Master pipeline
One pipeline to rule them all. View all candidates across every stage and every job on one single page.
End-to-end lifecycle management
Beautiful, simple, and effortless workflow to manage your entire recruiting process in one place.
AI candidate matching
Our proprietary algorithms analyze the job requirements, the hiring organization, and the total talent pool to deliver a ranked list of best match candidates in seconds.
“We leverage a lot of customization, which Loxo supports. And our Loxo CSMs basically have the philosophy of ‘whatever you want a training session on, just tell us a day or a time.’ That’s been really key in driving user adoption.”
– Megan Hund, Chief of Staff and Technology Program Manager at N2Growth
You've got questions...
We've got answers! It's a very mutually-beneficial thing we've got going on here.
The key difference between retained and contingency executive search lies in the payment structure and the nature of the partnership. In a retained search, a company pays a firm an upfront fee to be their exclusive partner in filling a high-level position. The firm is dedicated solely to that client's search until the role is filled, regardless of the time it takes. This model is often used for C-level and other senior leadership roles where a comprehensive, deep-dive search is required. Conversely, a contingency search operates on a no-win, no-fee basis. The recruiting firm only gets paid if they successfully place a candidate. This model is often used for lower-to-mid-level positions and can involve multiple firms competing to fill the same role, which may not offer the same level of commitment or exclusivity.
Ensuring confidentiality in a C-level search is paramount to protecting both the client company and potential candidates. A good executive search firm will take several steps to achieve this. They will typically sign a Non-Disclosure Agreement (NDA) with the client company. When approaching potential candidates, they will initially keep the client's identity anonymous, instead focusing on the role's responsibilities and the general characteristics of the company. They will only reveal the client's name after a candidate has shown genuine interest and has been thoroughly vetted. Furthermore, all communication is handled with the utmost discretion, and interviews are often conducted off-site to prevent any leaks to the media or internal employees.
A successful executive search is defined by a combination of key metrics that go beyond simply filling the role. Time-to-fill is a crucial metric, measuring the duration from the start of the search to the candidate's acceptance. However, the quality of the hire is arguably more important. This can be measured by retention rate, which tracks how long the executive stays in the role, and performance, which is often gauged by their achievement of business goals and their overall impact on the company's growth and culture. Other metrics include the cultural fit of the new executive within the organization and the overall satisfaction of both the client and the candidate with the search process.
The best recruitment technology for executive search is not a single tool, but rather a platform that combines several key functionalities to support the unique and high-stakes nature of these roles...wink wink. A robust system should integrate Applicant Tracking System (ATS) and Customer Relationship Management (CRM) features into one unified platform. Key features to look for include AI-powered sourcing and matching, which can analyze vast data sets to identify ideal candidates based on skills, experience, and leadership potential. The technology should also offer advanced analytics and reporting to provide data-driven insights into the search process, and a secure, confidential environment for managing sensitive information. Finally, strong collaboration tools for recruiters and clients, as well as features that help manage and nurture a long-term network of executive talent, are crucial for long-term success.
Executive search technology plays a crucial role in advancing diversity, equity, and inclusion (DEI) by mitigating unconscious bias and expanding the talent pool. Modern platforms use algorithms to analyze a candidate's qualifications and experience, rather than relying solely on traditional resume screenings that can be influenced by factors like a candidate's name or the schools they attended. This helps to create a more objective and merit-based evaluation process. Furthermore, this technology can efficiently search for and identify qualified candidates from underrepresented backgrounds, providing recruiters with a more diverse pool of potential leaders. By leveraging data and automation, executive search technology helps firms to proactively build a more inclusive and equitable talent pipeline, which is a key priority for many organizations today.
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Become a hiring machine
Ready to see for yourself how Loxo can transform your recruitment workflow and make you more efficient than ever before? We thought you might be.
