Prior to launching each search with an initial client consultation where we work with stakeholders to identify and prioritize your objectives for hire. We analyze the challenges unique to both your organization and the role. We work with you to determine the skills, knowledge and abilities required and when appropriate, offer insights into alternative ideas or a fresh perspective on assumptions among stakeholders.

Once we have established a clear mandate for the search, we will develop a customized position and candidate brief to determine client priorities that will shape the search process. Providing the search isn’t confidential, we will detail the attributes of working for your organization and promoting your employer brand. The candidate brief is developed to achieve interest and engagement with passive candidates as well as outline the role, responsibilities, objectives and challenges along with required experience, qualifications and competencies.

Utilizing our collective decades of experience, we deliver fresh research on each search. We conduct targeted research into organizations and sectors to establish a talent map of prospective candidates with relevant skill-sets and qualifications. We couple this research with our extensive knowledge and relationships with leadership across industries and functions. With a developed long list of prospects in hand, we engage third-party centers of influence to identify and qualify prospects clients to further refine our long-list.

With a client-approved candidate brief in-hand, we begin approaching prospective candidates to engage their interest. Our experience in gaining insights into candidate motivations and aspirations are fully leveraged in persuading our top prospects to be open to considering the opportunity.

Once we have achieved interest and engagement with qualified candidates, we will conduct rigorous competency-based interviews with those candidates. From that process, we will develop a short list of candidates that possess the verifiable skills, knowledge, abilities and aptitude established in the criteria for hire. Our ongoing communication with our client ensures their expectations have been met and/or exceeded.

Short-listed candidates will be presented and accessible via our client portal within our CRM system. The client portal allows the client hiring manager and/or key stakeholders to access in-depth written analysis, candidate CV, assessment results and reference reports. Candidate deliverables provide clarity into their achievements, track record and insights into their past performance. No search is the same. We work in close collaboration with our client to ensure that relevant information is gathered, vetted and shared to ensure its contribution to an informed decision to hire.

Once our client selects their preferred candidate for hire, we will conduct a thorough reference check to include written responses to key questions to further assess their competencies, strengths and weaknesses as well as provide perspectives from prior leadership, peers and subordinates. We also conduct background checks that are customized to both client’s desire for information as well as what is available in the region of hire.

We will work closely with the client in negotiations with the candidate over compensation and benefits and other aspects of finalizing the search. Once agreement is attained, we will communicate regularly with both client and candidate to ensure a smooth transition. We back all mid-management to C-suite placements with a 365-day guarantee and will follow periodically throughout the year to ensure the placement’s fit in the organization as well as their transition to success.