What We Do For You

Our process is focused, yet always tailored. Each search is customized because our clients' objectives are different, needs are particular, and criteria are exacting.

Successful searches generally progress through specific phases, within which such tailoring occurs. These involve:

  • Developing a compelling position specification and preparing to launch. More...

    • Work in partnership to determine the process, internal and external communications, and ideal timeline.
    • Develop a detailed draft Position Specification that presents our client and the executive opportunity in a compelling light to attract the interest of prospective candidates.
    • Within the Position Specification, define the position's nature, requirements, qualifications, and performance criteria.


  • Developing a strategy and determining the pool of candidates. More...

    • Establish a specific search strategy that includes targeted sectors, relevant organizations, and individuals most likely to meet the tailored needs and requirements.
    • Conduct exhaustive research to identify prospective candidates and potential sources, and ensure that diversity is central to our outreach.
    • Leverage our network of contacts and review our extensive database of prospective candidates we have previously identified.
    • Present an initial candidate pool to the client for feedback and any fine tuning of the range and focus of our outreach.


  • Conducting extensive outreach and interviews. More...

    • Partners begin intensive outreach to prospective candidates and sources.
    • Conduct initial phone interviews to eliminate unqualified individuals and determine those who meet required experience and qualifications and have genuine interest.
    • Arrange and conduct intensive second round interviews, in person, to determine who should be advanced for the client's consideration.
    • Schedule weekly status report calls to keep you informed about the search's progress, evolution of the candidate pool, and interactions with individuals of interest.
    • Discuss potential course corrections based on what we learn from prospective candidates and sources.


  • Presenting a short list and selecting semifinalists. More...

    • Present and elaborate on a short list of the most qualified and compelling candidates, based on our exhaustive vetting process.
    • Where possible, “back channel” confidentially with people who know the candidate to get impressions of their performance.
    • Determine with you which of the short list candidates you should interview.
    • Invite those selected semifinalists to interview with you and, if you wish, handle all arrangements.
    • Assist in establishing the interviewing and evaluation processes.


  • Creating an offer and facilitating recruitment. More...

    • Stay in close touch with selected candidates to monitor their level of interest and get their perspective on how the interviews went. Share this feedback with you.
    • Get your feedback about the candidates and which of them you’d like to bring back.
    • Begin the prospective recruiting process by conveying your strong interest and inviting your finalist/finalists for a return visit.
    • When your candidate of choice is determined, assist you in structuring and presenting a competitive offer “in principle” (contingent on references), based on what we’ve learned is important to the candidate and within your limits.
    • Conduct and report on feedback from references, including those suggested by the candidate and any others “off-list” we know of.
    • If you wish, assist in any negotiations.


  • Wrapping up the search and keeping in touch. More...

    • Inform unsuccessful candidates, and those who may have recommended them, on the search outcome.
    • Get your feedback on how the search went, how we performed, how satisfied you are, and what we could do better.
    • Circle back in six months with you and your hire to see how things are going.


Because human nature is involved, executive searches often twist and turn, with highs as well as lows. They involve idiosyncrasies, and are affected by factors outside of your and our control—like timing, relocation, family circumstances, two careers, and, of course, compensation. This requires flexibility on everyone’s part. Time frames may have to be adjusted. Most of all, excellent communication is essential.