SEARCH PROCESS: CUSTOMIZED, CREATIVE, COMPREHENSIVE, AGILE
- Customized – to recruit the best people, find the perfect fit, and collaborate with our clients in delivering just the right executive leader
- Creative – uses science and art to determine how and from where to draw out the best candidates and then gain acceptance from your first choice
- Comprehensive – listen, learn and explore the opportunity through a 360° experience, our signature CampOut, to build internal engagement and drive greater precision
- Agile – aligns objectives, focuses efforts and builds momentum to expeditiously secure the right leader, typically within three months
Our signature process ensures consistent high quality with systematized attention to detail, rigorous due diligence and continual refinement. Unlike many firms in the search industry, our partner teams conduct the search end-to-end and our staff creates a high-touch experience for candidates.
1. Initial Meeting
We begin by meeting with you, the client, your shareholders and key stakeholders to listen well to your thoughts, goals and insights. In so doing, we start collaborating with you to gain understanding and alignment; to offer our expertise and perspective; and to collectively create a high-level search strategy. You can be sure that we are smart about your industry, business and markets, challenges and opportunities. Often our clients rely on us to provide human capital advisory services for succession planning, transitioning from founder to professional management; organizational alignment to business strategy; and executive coaching.
We then CampOut at your business to listen, learn and experience your organization from the inside out. To reach the 360° view, typically we invest a day or two, or if appropriate, up to a week. Our partners apply their business, industry and organizational expertise as they become immersed in your culture. Meeting with the individuals in the top two to three levels of the company and touring operating sites, our partners acquire knowledge and insight to understand the entirety of what is needed in the search. Moreover, with this organizational intelligence we are significantly more credible in advising you before launching the search, building support internally with the existing team, and driving with increased precision and speed once launched.
3. The Compelling Story
Prepared by our CampOut and your knowledge, insights and observations, we draft the most important tool we take to market: a Confidential Specification. We call this a “compelling story” for two reasons. First, it puts into words the appeal of your company to ideal candidates. Second, it clearly articulates the qualities of the individual who has the highest probability of success at your company. The document is completely custom work and once approved becomes an operating agreement among you, our client, your shareholders, and our partner team so that all know “who” we are looking for; it is the foundation by which we leverage the process to recruit the best and together select and hire the perfect fit.
4. Real Recruiting Starts with Research & Sourcing
The partner team, with ongoing client input, applies science and art to determine where to search, considering multiple dimensions: the fundamental primary verticals, adjacent industries, and best-in-class companies noted for business performance and executive talent. Through our proprietary and licensed databases, we then zero-in on the right prospective individuals. Other dimensions considered may include geography, revenue, markets and technologies. We build a universe of potential candidates with ongoing discernment to bring forward the best talent, not just the best who apply. With first-hand knowledge and experience of the client through the CampOut, we send a powerful message to candidates during our recruitment efforts.
5. Progress Review
With speed and intensity creating great momentum in the market, our partner team is able to present you a slate of candidates within four weeks. Typically there are five to seven prospective candidates on the progress review, reflecting about 80% of the sourcing calls completed. The partner will have conducted an extensive prescreening tele-interview to qualify and vet the candidates, assuring genuine interest in the search including relocation if required. As a client, you will have the benefit of extensive profile information beyond the resume, which will bring the candidates to life and enable you to decide which ones advance to the in-depth, evaluative interview with us.
6. The Interview and Ongoing Assessment
We conduct structured, behaviorally-based interviews in discreet settings within days of client approval. Beyond chronology and metrics, our focus when meeting with candidates is to spend time discovering what motivates them, how they set priorities, and what would be compelling to them. We drill down into details of how the executive inherited situations, set strategy, got things done, made decisions, worked with and through people, dealt with conflict, and pursue any leadership or management attribute that would elevate them above the rest. We then relate what we learned during the Campout in such a way as to build and gauge their interest. While our assessment started with the telephone interview, it is ongoing throughout the relationship with the candidate during the search. With each set of interactions, we are assessing the candidate’s competency, style, values and effectiveness as well as self-awareness, owning up to mistakes and developmental needs.
Upon reflection and immediate due diligence with two executive references, we assess whether or not to recommend that the candidate moves forward to the client interview phase. The greatest return on our CampOut and recruiting efforts culminates here when we discern the candidate’s cultural fit and calibrate who will have the highest probability of being successful and satisfied for the long term. We are not at all hesitant to advise the candidate or the client when there is not a strong enough fit.
7. Candidate Assessment and Reference Reports
Within a couple of days following the interview, we write comprehensive Candidate Assessment and Reference Reports for recommended candidates, which document and verify our findings as well as assess the candidate in the context of the search and cultural fit. In turn, the reports prepare you and your executive team for a highly productive meeting.
8. High-Touch Experience
Our client liaison is ready to assist in scheduling and coordinating the candidate visit so that the logistics are appropriate for your company and the experience is seamless for you and the candidate. The liaison is also attuned to the search process and facilitates the timely flow of information and feedback among the partners, clients and candidates.
9. Closing the Search
Typically within 90 days of the approved specification, the search is at a point where top candidates are ranked and four to six additional references are completed. The partner team assists in preparing the candidate for acceptance; advising the client on compensation and other terms of the offer; facilitating any personal or family needs; and coaching the candidate on resigning and avoiding counter offers.
10. New Hire Follow-up
Our firm provides assistance and counsel in onboarding new executives and follows a structured schedule to check in with the new executive and client throughout the first year.