OUR SEARCH PROCESS

ESTABLISH SEARCH PARAMETERS

  • Assess the distinctive hurdles faced by the organization and the specific role.

  • Identify the essential skills, knowledge, and abilities necessary, providing novel perspectives on addressing client needs; where suitable, question client presumptions and propose alternative approaches to conceptualizing a role.

  • Create a tailored position and candidate outline, outlining the company, the role, duties, objectives, and primary obstacles of the position, alongside the expertise, credentials, and skills essential for achievement.

  • Establish the client's primary concerns that will influence the search methodology.

FORMULATE SEARCH STRATEGY

  • Perform focused research on companies and industries to identify individuals possessing relevant skill sets and qualifications, complementing our deep understanding of and connections with board directors and senior executives spanning various sectors and roles.

  • Compile an extensive list of potential candidates who are most suited for the position, aiming to present tangible choices for clients to evaluate.

  • Engage in conversations with external contacts to pinpoint and assess potential candidates; integral to our methodology, this initial referencing process facilitates more meaningful discussions when creating the long list

CANDIDATE ASSESSMENTS

  • Initiate contact with potential candidates to gauge their interest in the role, leveraging our understanding of candidate motivations and career aspirations to attract promising individuals to explore new opportunities. Conduct thorough competency-based interviews with candidates, assessing their skills, knowledge, abilities, and aptitudes in alignment with the position requirements.

  • Curate a select list of candidates who possess the requisite qualifications and demonstrate genuine interest in the position.

PRESENT SHORT LIST

  • Present top-tier candidates, supported by comprehensive written evaluations and assessments aligned with the position's specifications.

  • Utilize external perspectives to validate and enrich our understanding of each candidate's accomplishments and professional history, offering valuable insights into their past achievements and reputation.

  • Conduct thorough executive capability assessments using our proprietary Executive Intelligence (ExI®) evaluation method in critical finalist selection scenarios.

  • Validate the academic credentials of each candidate.

FINALIZE PROCESS

  • Once the client has chosen their favored candidate, conduct exhaustive background checks and referencing to delve deeper into competencies, strengths, weaknesses, and gather external opinions on the individual.

  • Facilitate negotiations regarding compensation and other terms to conclude the search process successfully.

  • Maintain regular communication with both the client and the placed candidate throughout the transition period.

  • Administer client satisfaction surveys to enhance service quality and refine our approach.

  • Periodically touch base with both the client and the candidate post-placement, ensuring the candidate's alignment with the organization and monitoring the transition progress.