Stage I: Job Definition-Initial Due Diligence

During this first stage, we work with our clients to further develop a complete understanding of the job description, defining the responsibilities of the position and skills required to meet expectations. At first pass, many jobs appear the same. That's why it is so important to invest the necessary time upfront to identify and specify the requirements that will differentiate one job from another. We interview the hiring manager to get additional clarification on the type of candidate best suited for the job in terms of personality fit, management style, and must-have job experience. Ideally, we'd prefer to speak to all the key stakeholders so we get a comprehensive view of the position. From this information, we develop what we call an "ideal candidate profile" that we use to identify the best, most qualified candidates. We then check our more than 5,000-person database, narrow our search results, and begin recruiting.

Stage II: Qualifying Candidates

Once we have a clear read on what's needed to be successful in the position, we begin qualifying candidates. With all potential finalists, we conduct in-depth interviews—usually in-person—to help us rank and evaluate top choices. Then we counsel our clients on the best matches. To ensure the interviewing process is as efficient as possible, it is important that our clients meet only those candidates that are truly viable matches. As the interviews are arranged and coordinated, we fully prepare the candidates by providing clarification on a range of issues including company needs, culture, and organizational fit. After each interview, we get feedback from both client and candidate and discuss next steps in the process. By acting as advisors to both clients and candidates, we achieve the most effective end-result for all concerned.

Stage III: Offers and Negotiation

During the later stages, we work with the hiring manager to develop a strong offer, and help set the stage for acceptance. We work with the company or hiring agency to provide all the necessary information required for negotiating an acceptable offer, and reconcile any differences and/or concerns the candidate may have to accepting the offer. If appropriate, our involvement may also include facilitating relocation assistance, and ensuring the candidate is provided with all the details regarding the new location.

Stage IV: Transition Aboard

Many think our job is done once we have an offer and acceptance. However, we also work with the selected candidate in how to best terminate his/her current position, and in dealing with a potential counter-offer scenario. We confirm start date, and follow-up after placement to ensure a successful fit. We continue to manage the recruitment process until the new hire is "in the seat" at their new company and smoothly transitioning aboard. Our job isn't done until we've got a confirmed good match for both parties.