7. Follow-up

Once the candidate joins your team, we continue to monitor the candidate’s progress with both candidate and client to ensure a proper fit and curtail any potential problems.

6. Negotiating

When you are satisfied that we have found the best candidate, we will help you prepare an offer, and then present it on your behalf. Our experienced professionals typically manage these negotiations to ensure a mutually satisfactory outcome that will position the candidate for success in your organization.

5. Reference Checking

Past behaviour often indicates future behaviour so we place very high value on detailed reference checks with the former direct managers of the leading candidates. While many referees today are cautious about offering personal opinions or criticisms, our professionals know the right questions to ask to generate the most useful responses.

4. The Short List

Typically, we will send you a short list of candidates within four to six weeks from the beginning of the search. Even earlier, we like to send you a “Benchmark Candidate” to ensure that we are on the right track and our perspectives and expectations are aligned with yours. We value your time. We plan and execute our searches to identify, qualify and attract the best possible candidates in a timely manner. And because your time is a scarce commodity, we are careful to send you only carefully pre-qualified candidates. To help you make the most of your time with each candidate, we will precede your interview session with a briefing on each candidate’s strengths and weaknesses.

3. Interviews and Assessment

Top candidates are invited for personal interviews. Each candidate is assessed for technical proficiency as well as leadership skills, personality and cultural fit. (Formal psychological assessments can be conducted at the client’s request.) We develop a profile briefing for each short-listed candidate, indicating their strengths and weaknesses for the role. We share these reports with you prior to your interviews.

2. Research

Our consultants generate an exhaustive target list and begin making preliminary research calls to a large candidate pool. We like to generate at least 100 fresh contacts for every search. The target list is developed by researching virtually everyone in related companies and roles, working our existing networks and databases, canvassing industry contacts, and cold-calling industry leaders for suggestions and referrals. The market research we collect during the search usually uncovers significant industry activity, as well as valuable feedback on your company, the position and your proposed compensation levels. All of this intelligence belongs to you. We pass this information on to you to help you fine-tune your recruitment strategies.

1. Strategy

Once a client has retained our services, we meet with the hiring manager and other team members to conduct a comprehensive overview of their industry, the issues facing the company, the mandate of the position and the key requirements for the successful candidate. We prepare a job description and set out the first phase of the search strategy.

The power of one.
One visit. One common understanding. One common goal.

It all starts with one visit.

Typically, we are invited to a preliminary visit with a potential client to learn more about their business and their need for additional management talent. In this meeting, we ascertain the client’s requirements, the culture of their team, and the intended role the successful candidate would play in the organization. This discussion also gives our clients a chance to become comfortable with our firm and to discuss next steps.

Once a decision has been made to partner with us, we move into our tested and proven methodology.