Our Search Process
To uncover the ideal candidate for a position, it is imperative that we thoroughly understand the parameters of the assignment in addition to developing and maintaining control over our executive search process. Our detailed process is as follow:
First Phase: Client Needs Analysis
The managing recruiter will begin by taking an extensive assessment of the assignment. This involves obtaining information on the position, company, and reporting authorities from human resources and other key personnel, including hiring authorities. The assessment questions are uniquely designed to “flush out” information that will help us qualify and attract candidates to the position, and eventually whittle the list down to the best candidates we believe will meet the client’s objectives in filling the position.
Second Phase: Strategy Development/Client Consultation
Next, the managing recruiter will pull the firm’s resources to:
- Develop a clear and accurate profile of the ideal candidate including background, experience, performance indicators, and cultural fit.
- Consult with client on industry compensation standards and options, if needed.
- Construct a target recruiting list.
Third Phase: Screening & Qualifying Candidates
Next, the managing recruiter will:
- Screen candidates.
- Develop short list by attracting and qualifying the top two to three candidates for the position.
- Formally present candidates to client.
- Assist in the interview process by scheduling interviews, prepping and debriefing both client and candidate, providing timely feedback and interest level, troubleshooting any concerns on either side.
Fourth Phase: Negotiating, Closing & Follow Through
To conclude the process, the managing recruiter will:
- Deliver selected candidate through strong offer negotiation.
- Perform reference checks, verify income and other information/services client may need.
- Assist candidate through resignation with current employer, counsel candidate on the negative effects of counter offers.
- Advise client on steps they can take to minimize the risk of a candidate accepting a counter offer.
- Maintain contact with both candidate and client throughout the transition period.