That's why it has never been more important for a recruiter to also be a consultant to both the candidate and the corporate executive. For instance, Richards said he currently is working with a candidate who is being offered a CEO position for the first time. This person is being a bit demanding, asking for a higher percentage package, but he hasn't done all of his homework. While this situation is not unusual for Richards, he is placed in a consultation role with both candidate and client. And even though he will fight to help his candidate receive a great deal, he also advises each candidate to negotiate fairly to avoid creating bad will among corporate executives and board members with whom he or she will work.
Life goes on well beyond the negotiation of that package.
While a CIO or CEO candidate can surely request a plethora of benefit packages and perks, if he or she becomes too demanding, the situation can get tricky. You can position yourself for a fall. You want to ensure tenure in that office. I've known candidates who have negotiated incredible packages, and when things don't pan out, they can kill their career in the future. This is why Richards spends a lot of time counseling his candidates before negotiation begins.