OUR APPROACH & PROCESS

Our process is focused, yet always tailored. Each search is customized because our clients' objectives are different, needs are particular, and criteria are exacting.

Successful searches generally progress through five phases, within which such tailoring occurs. Those are:

I. Inquiry and Customization

• Work in partnership with our client to determine process, internal and external communications, and timeline.
• Meet with internal leadership and other key stakeholders determined by the client to identify issues, enrich our understanding of the organization, and hone candidate requirements.
• Develop a detailed Position Specification that defines the position's nature, needs, and criteria, while also presenting the organization and opportunity in a compelling light to attract interest.
• Develop a specific search strategy that includes targeted sectors, relevant organizations, and individuals most likely to meet the tailored needs and criteria.

II. Identification, Assessment and Reporting

• Conduct exhaustive research in order to identify potential sources, prospective candidates, informational tools, and insure that diversity is central to our outreach.
• Leverage our network of contacts and extensive database of prospective candidates previously identified.
• Begin intensive outreach to both sources and prospective candidates, including telephone screening interviews of the latter to determine qualifications, fit, and basis of interest.
• Schedule regular reports to keep the client current on the search's progress, development of the candidate pool, and interactions with individuals of interest.
• Present an initial candidate pool to the client for feedback and any fine tuning of the range and focus of our outreach.

III. Vetting and Presentation

• Conduct initial phone interviews to eliminate unqualified individuals and determine those with genuine interest who meet required experience and qualifications.
• Arrange and conduct intensive second round interviews, in person, to determine who should be advanced for the client's consideration.
• Present and elaborate on a short list of the most qualified and compelling candidates, based on our exhaustive vetting process.
• Determine with the client which of the short list candidates should be interviewed next by the client.
• Conduct preliminary confidential referencing.
• Invite selected semifinalists to interview with the client and handle all arrangements.
• Assist in establishing the interviewing and evaluation processes.

IV. Selection and Recruitment

• Stay in close touch with selected candidates to monitor their level of interest and get their perspective on how the interviews went. Share this feedback with the client.
• Upon the client's determination of a finalist (or finalists), conduct and report on deep due diligence, both with references provided by the candidate and others “off-list” who are known to have interacted with or observed the individual in a professional context.
• As requested, assist in the structuring, presentation, and negotiation of an offer to the candidate of choice.

V. Follow up

• Confer with the client to get detailed feedback on the firm's execution of the search and level of satisfaction.
• Inform unsuccessful candidates and those who may have recommended them.
• Assist with on-boarding the new appointee.
• Circle back in six months with the client and the recruit to see how the transition has gone.