Our Process
An In-Depth Look at
How We Work
A meticulous, step-by-step process ensuring the identification, engagement, and successful placement of executive talent aligned with your organizational vision.
01
Phase One
Preparation & Role Definition
02
Phase Two
Sourcing & Evaluation
03
Phase Three
Offer & Integration
1.1
Business Needs Analysis
Organizational Assessment
- Strategic Alignment — Conduct a thorough review of your organizational strategy, goals, and challenges through interviews with C-suite executives and key stakeholders.
- Role Evaluation — Scrutinize the current role's impact, analyzing historical performance, contribution to key business metrics, and alignment with future objectives.
- Departmental Input — Engage department heads and team leaders to gather input on operational challenges, cultural dynamics, and required executive skills.
Internal Talent Benchmarking
- Internal Review — Assess current internal candidates against role requirements, including performance appraisals, career progression, and growth potential.
- External vs. Internal Comparison — Evaluate the benefits of promoting from within versus hiring externally, considering culture, strategic vision, and potential disruption.
1.2
Role Definition & Specification
Role Specification Document
- Detailed Role Description — Draft a comprehensive specification including title, reporting structure, key responsibilities, and performance expectations aligned with strategic goals.
- Candidate Profile — Develop a detailed ideal candidate profile covering qualifications, experience, leadership style, cultural fit, and career trajectory.
Stakeholder Alignment
- Kickoff Meeting — Host a strategy session with HR, department heads, and key team members to ensure alignment on role requirements and candidate profile.
- Consensus Building — Build consensus among stakeholders regarding ideal qualifications and experience, addressing differing opinions early to prevent misalignment.
1.3
Recruitment Strategy Development
Internal vs. External Recruitment Decision
- Resource Assessment — Determine whether the internal talent acquisition team has the capacity, expertise, and confidentiality to handle the search.
- Search Firm Selection — If external engagement is chosen, select the firm based on industry experience, network strength, and past success rates.
Search Strategy Blueprint
- Market Research — Conduct preliminary research to identify trends, salary benchmarks, and potential candidate pools that inform strategy and set realistic expectations.
- Sourcing Channels — Define channels including direct outreach, industry networks, professional associations, and platforms, planning for both active and passive candidate sourcing.
2.1
Market Mapping & Research
Comprehensive Market Mapping
- Industry & Competitor Analysis — Conduct a deep dive into your industry and competitors to identify where potential candidates are located, mapping organizational structures and talent pools.
- Talent Pool Identification — Expand the search beyond current title holders to include individuals in adjacent roles with transferable skills and high potential.
Candidate Identification
- Initial List Creation — Develop a long list of potential candidates including both active and passive candidates based on the market mapping.
- Center of Influence Engagement — Engage thought leaders, senior consultants, and industry experts to gain referrals and insights into potential candidates.
2.2
Candidate Engagement & Screening
Outreach & Initial Engagement
- Crafting the Pitch — Develop a tailored pitch highlighting strategic importance, organizational culture, and career growth opportunities for initial outreach.
- Direct Outreach — Begin personalized communication with long-list candidates to gauge interest and assess initial fit.
Screening & Shortlisting
- Preliminary Screening — Conduct initial screenings through phone or video interviews, assessing current role, career achievements, and alignment with requirements.
- Behavioral & Competency Interviews — Evaluate candidates through behavioral and competency-based interviews assessing problem-solving, leadership style, and cultural fit.
- Shortlist Development — Refine the long list into a shortlist with detailed candidate profiles including strengths, development areas, and cultural fit potential.
2.3
Evaluation & Selection
Detailed Candidate Assessment
- In-Depth Interviews — Arrange stakeholder interviews with specific focus areas — technical skills, leadership abilities, and cultural fit.
- Tailored Interview Guides — Provide each interviewer with guides including key areas to probe, questions, and scoring systems for consistent evaluation.
Assessment Tools
- Psychometric Testing — Incorporate psychometric tests (e.g. Hogan Assessments) for insights into personality, cognitive abilities, and leadership potential.
- Case Studies & Presentations — Have candidates work on role-relevant case studies simulating challenges they would face, testing strategic thinking.
Final Shortlist Review
- Consensus Meeting — Hold a meeting with all interviewers and stakeholders using interview scores, psychometric results, and case study outcomes for data-driven discussion.
- Final Candidate Selection — Select top candidate(s) for final consideration with clear stakeholder understanding of why they stand out.
3.1
Offer Structuring & Negotiation
Compensation & Benefits Strategy
- Market Compensation Analysis — Review market data and internal equity to craft a competitive package including base salary, bonuses, stock options, and benefits.
- Non-Financial Incentives — Identify incentives such as flexible working, professional development, and relocation assistance important to the candidate.
Offer Presentation
- Customized Offer Letter — Draft a letter outlining all terms, conditions, start date, reporting structure, and special arrangements reflecting the role's strategic importance.
- Negotiation Support — Provide negotiation support to both candidate and hiring manager, preparing for counteroffers and advising on tactics aligned with organizational policies.
3.2
Pre-Offer Candidate Coaching
Resignation Strategy Preparation
- Resignation Counseling — Prepare the candidate for the resignation process, including strategies for handling counteroffers and managing the transition smoothly.
- Transition Planning — Work with the candidate to plan their exit, ensuring they maintain professional relationships and leave on good terms.
Counteroffer Management
- Counteroffer Education — Educate the candidate on potential pitfalls of accepting counteroffers using data and case studies, reinforcing the advantages of the new opportunity.
- Reaffirmation of Commitment — Maintain regular communication to reaffirm commitment and address any concerns that arise during this phase.
3.3
Onboarding & Integration
Onboarding Planning
- Customized Onboarding Program — Develop a comprehensive program including orientation sessions, stakeholder meetings, and a 90-day plan with key milestones and objectives.
- Mentorship Assignment — Assign a mentor or onboarding buddy to help the new executive navigate culture, build relationships, and get up to speed quickly.
Post-Hire Support
- Regular Check-Ins — Schedule check-ins with the executive, mentor, and stakeholders during the first 90 days to monitor progress and address integration challenges.
- Feedback Loops — Establish feedback loops between the executive and hiring manager to ensure expectations are met with real-time adjustments.
First-Year Success Planning
- Performance Review Milestones — Set clear first-year performance milestones with regular feedback sessions to keep the executive on track.
- Leadership Development — Identify opportunities for continuous learning and leadership development to support growth within the organization.
Every stage is meticulously planned and executed to ensure the right leader is not only found but successfully integrated into your organization — each candidate thoroughly vetted, each stakeholder aligned, each step strategically managed for the best possible outcome.
