We begin every engagement with in-person client meetings. We develop requirements based first on the organization’s strategic and tactical objectives, and secondly on the position’s role, function, inter-organizational dependencies and expected first year deliverables. With input from the hiring executive and key stakeholders, we construct a detailed search specification that includes required functional, educational and industry experience; valued or desired human competencies; and the nuances of what will be required of anyone to excel in this position. Should discrepancies emerge between stakeholders, we work with the hiring executive to resolve them. By investing this time up front, we optimize our productivity so we are focused only on the pursuit of the most proven performers.

Sourcing is easy. Discerning the truth about candidates is hard. We revel in that process. Our methodology continues with a target-specific sourcing process to identify and assess those most coveted, passive candidates whose profiles align best with the specific skills, knowledge, industry experience, pedigree and talent to succeed in this position. Our multi-threaded approach to sourcing includes referrals from professionals we trust, extensive social and professional networking, media research and more. The overwhelming majority of our placed candidates come from warm referrals, as opposed to job postings.

Vetting potential candidates is where our real value begins. Multiple live, exhaustive, multi-hour interviews that track candidates’ careers and vet their accomplishments are conducted by at least two senior search consultants. These challenging candidate interviews always are conducted in person or by videoconference. They epitomize the heart of our vetting process, typically augmented by search-specific homework assignments, and are backed by thorough, probing reference checks performed by the lead search consultant, not by support staff. Once we have a collection of finalists, we score each candidate for capability fit and for projected career longevity in our Diligent Candidate Valuation, and plot comparative candidate results graphically in our Comparative Candidate Quadrant.

We provide our client an extensive portfolio on each candidate we present. In our Diligent Assessment, we provide an objective analysis of what each candidate brings to the position’s primary requirements, backed by our metrics-based Diligent Candidate Valuation and the candidate’s mapped position within our Comparative Candidate Quadrant. The resume/CV section is a thorough tracking of the candidate’s career history, high-level accomplishments and employment changes. Mini-case studies documenting Representative Accomplishments provide interviewers useful, real world fodder for substantive interviews. Lastly, qualitative written references that are the product of our interviews with past employers, clients and colleagues illuminate far more about the candidate than the usual, cursory verification of past employment. If a client so wishes, the firm will arrange financial and criminal background checks, as well.

We ensure the interview process is carefully orchestrated. We work with our client to ensure that the interview team is comprised of the optimum A-players (because B-/C-players never attract A-players), and that the team shares a common understanding of the position and its requirements. We prepare the interviewers regarding the roles they must play in the process, including a prompt, meaningful feedback mechanism. We facilitate interview scheduling and handle all travel arrangements.

During candidate interviews, we stay close to the interview team. Feedback is essential for the search’s success at this critical stage. While the client ultimately must make the final hiring decision, we often are asked to help facilitate the decision-making process when the attributes of strong candidates are on par with each other.

We present the offer and facilitate negotiations. We provide input on candidate’s compensation requirements up front, and re-qualify that understanding with the candidate before an offer is extended, so that any new, previously unvoiced expectations are minimized. We assist in preparing the offer, presenting it to the candidate, negotiating its acceptance and determining a start date acceptable to all parties.

We consult with our client on their on-boarding process and on transition planning. Staging the new hire’s arrival will be critical to his or her success. So too will the new hire’s first 90 days, so we stay in regular contact and provide active listening and coaching, as needed . We also stay in contact with the hiring executive to ensure that his or her expectations are being met, and advise on any issues we believe warrant executive attention. Our work does not end upon a start date.

Long after the search has been completed, we monitor this A-player. At least once every quarter, we touch base with our placed candidate. As search professionals, we take pride in the leaders we deliver to our clients, at all levels. As a matter of synergy, we consider our success tied to their growth and the value they deliver for you, our client. Just as it should be.