Our approach is head-hunting driven rather than agency based.
This process involves considerable research to track down, qualify and entice only the very best people.
2011 marks the start of the talent-hunt decade, when economic recovery will bring a long-term talent shortage, and head-hunting will be critical to hiring exceptional people who can really help you grow your business.
Our seven stage executive search process is designed to bring clients a high level of service
and exceptional hiring outcomes. Click here for the full version, available as a .pdf
Project definition and scope
The quality of hire is dependent on the quality of the briefing from the outset
Developing a comprehensive understanding of your business, future organisational strategy & mission, the role, your ideal candidate and cultural issues
Identifying challenges for the search, the timetable, and why the ideal candidate should join
Determining expectations, process and timescales
Developing a compelling executive position profile, including outlining role, remit and candidate specification.
Identifying potential target industry sectors and companies, and source. Excluding any off-limit candidates or companies.
Defining and documenting a roadmap of our search strategy, including target sectors and companies. Documented in a roadmap acting as a point of reference to ensure speed and quality in the search.
Intelligence gathering. Identifying candidate sources, name generation, cross-referencing, taking up soundings, talent mapping.
Soundings will begin early for extremely confidential searches.
The most important part of this process is, where appropriate, persuading candidates who are heads down and happy to become interested in the role.
We assess candidates through both telephone and in person interviewing. We use a competency based approach to determine the extent to which candidates possess the specific skills required, and that candidates’ motivations align well with the opportunity.
Submission of confidential candidate reports together with candidates’ original CVs to the client for review.
Our mantra is to have a broad set of prospects within 2 weeks, and three qualified prospects within 3 weeks. Overseas/pan EMEA + 1 week.
Arranging interviews and ensuring both parties are properly briefed.
Providing feedback to both clients and candidates.
Maintaining regular contact with both parties to ensure any issues or red flags are addressed promptly.
Managing the offer/accept process.
Acting as a mediator in the offer process to ensure both parties’ needs are being met.
Protecting clients’ interests by advising the chosen candidate on his/her resignation and any counter-offers.
Finally assisting with the integration of the successful candidate into the new role according to the client’s wishes.
Continuing to maintain close ties to ensure the success of the new executive.
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