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Defining Success

Executive Search Process

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Our goal is to be true advisers to our clients during all phases of a search. We strive always to exceed client expectations by providing a meaningful choice of candidates and a smooth and thorough process, which includes five main phases:
  • 1. Establish search priorities -
      • Analyze the challenges unique to the organization and the role
      • Determine the skills, knowledge and abilities required, offering insight and fresh perspectives on how clients can think about their needs; when appropriate, challenge client assumptions and present alternative ideas for how to conceive a role
      • Develop a customized position and candidate specification, detailing the company, the role, responsibilities, goals and key challenges of the position as well as the experience, qualifications and competencies required for success
      • Determine the client priorities that will shape the search process
  • 2. Determine search strategy -
      • Conduct targeted research into companies and sectors to find those with relevant skill-sets and qualifications, supplementing our extensive knowledge of and relationships with board directors and senior executives across industries and functions
      • Develop a long list of prospects best qualified for the role, with the goal of providing real options for clients to consider
      • Talk with third-party contacts to identify and qualify prospects; core to our approach, this preliminary referencing work makes for more productive long-list discussions
  • 3. Attract and evaluate candidates -
      • Approach potential candidates to test their interest in the role, drawing on our insights about candidate interests and aspirations to persuade strong prospects to consider new opportunities
      • Conduct rigorous competency-based interviews with candidates based on the proven skills, knowledge, abilities and aptitudes outlined in the position specification
      • Develop a short list of candidates with the qualifications and interest in the position
  • 4. Present most qualified candidates for client interviews -
      • Present the most qualified candidates based on in-depth written analysis and appraisal against the specification
      • Drawing on informal external views on each candidate to confirm and enhance our knowledge of the candidate’s achievements and track record, provide meaningful insight into past performance and reputation
      • Perform in-depth executive capabilities assessment leveraging proprietary Executive Intelligence (ExI®) evaluation methodology in high-stakes finalist selection situations
      • Verify each candidate’s academic qualifications
  • 5. Complete the search -
      • After the client has selected its preferred candidate, conduct thorough background checks and referencing to further assess competencies, strengths and weaknesses, and to provide external views of the individual
      • Assist in negotiations over compensation and other terms to help finalize the search
      • Communicate regularly with client and placement during transition
      • Conduct client satisfaction survey to improve service and refine approach
      • Periodically follow up with client and candidate once search is closed, checking in on the placement’s fit with the organization and the progress of the transition