We apply our refined search methodology to each search to satisfy our goal of yielding positive and timely results.

1. DEFINITION OF ASSIGNMENT. We research out client company (division), their industry, markets and competition to sharpen our knowledge. We meet our client’s key executives. Often our perspective as an outside consultant enables us to assist in assessing the demands of the position and we can add the dimension of market place realities learned from other searches. Needs are analyzed and a position description is developed for client approval. Included are position responsibilities, qualifications, personal attributes and needed talents. This forms the basis of the search strategy that serves as the benchmark for candidate evaluation and is used as a written communication with prospective candidates.
2. SEARCH PLAN AND RESEARCH. A search plan is developed and tailored to the unique needs of the client situation. Dates are set for a status review, first candidate interview and closure. With a planned program of research into agreed to target companies, we systematically identify the names, location and title of the broadest population of potential candidates. We also supplement this original research by drawing upon other resources: our library, the Internet, prior search files, public information and consultation with prominent industry sources.
3. CANDIDATE RECRUITMENT. Confidential, direct approaches are made on a personal basis to prospective candidates. A background profile is developed on interested individuals. This includes: personal data, education, work experience, technical qualifications and current responsibilities. We provide the candidates resumes which we reformat for consistency and ease of comparison.
4. STATUS REVIEW. Three to six weeks from the start (based upon the initial search plan) a meeting is set to review interim candidates, accumulated research, and to present our observations and obtain approval to screen the leading candidates. At this point we replan, if conditions so dictate.
5. CANDIDATE EVALUATION - SCREENING. We conduct interviews with leading prospects and document their personal accomplishments, style, background, and motivations. This interview report also discusses capturability and projects our estimation of client candidate compatibility.
6. CLIENT INTERVIEW. We brief and debrief candidates and client management, arrange logistics of travel and an introduction to the client’s area. The extent of direct participation in the interview is dictated by our client.
7. OFFER AND ACCEPTANCE. Written reference and degree checks are submitted on the finalist candidate(s). Our recruiting experience and outside perspective enables us to assist in designing a compensation package calculated to attract and capture the preferred candidate. We serve as the intermediary to work out any and all details which have a bearing on an acceptance of the offer by the chosen candidate.
8. ACCULTURATION. We monitor the progress of assimilation by frequently communicating with both the hiring manger and the new employee to anticipate and avert potential problems of adjustment. In rare cases of irreconcilable difficulty, we reposition another finalist candidate and/or reinitiate the search and evaluation cycle.