The Art of Mastering Experts

Executive Protection and Why You Should Outsource

Design your own or outsource executive protection? The decision is totally yours, but there are solid reasons you should go with the second. Of course, the possibilities are endless, but the most important factor here is the safety, productivity and satisfaction of the principal, as well as the executive protection program’s overall viability.

In any case, these are the two most compelling reasons to outsource their executive protection:

Established Expertise

Experts work with, well, expertise. Their teams boast hands-on corporate executive protection experience in that can be decades upon decades long. Their operating procedures have weathered the test of time and application. They know how to hire and train agents on the path of success. And they can use skills they have learned working from one client, to another.

In contrast to to an organization that is creating its own executive protection program from scratch, expert partners that have worked with several other companies are able to develop standards that guide them in their other programs. Their sense of what “best practice” means in the industry, is something they have labored hard for. And they offer this to their clients in a variety of ways, from program creation to implementation to staffing.

Less Corporate HR Burden

The other major benefit of outsourcing executive protection – whether in part or in full – is the reduction of the burden of the corporate HR. Even the largest and brightest companies do not have executive protection as a core competency. To staff as well as manage an executive protection program alone, you need experts in hiring, training, and paying off and on-boarding protection managers and agents, and that’s just the icing on the cake. Corporations usually decline from using headcount or dedicating HR expertise to such a service, which is specialized but non-core.

Of course, when it comes to firms that specialize in executive protection, the situation is totally different. Apart from having a vested interest, they are also experienced in sourcing talents who are most likely to achieve long-term success. They appreciate the demand for developing people who have these niche skills, and are used to ensuring that all agents engage in an annual training program that enhances agent capabilities. And they are aware of the importance of spotting talent, and encouraging the brightest to follow career paths of expanding expertise and responsibility.

Additionally, specialist partners have a reliable reserve of pre-screened candidates, and should one not work out for any reason, replacements can be made fast and efficiently. They even have direct access to an international professional network of closely-vetted vendors, which enables them to offer complementary services worldwide. Furthermore, with their special partners, they can lessen the corporation’s legal exposure and erase the need for special licensing and insurance.