CONDUCTING THE SEARCH
We follow a high quality and well defined process:

• Develop a Position Brief which describes the basic functions and responsibilities of the position. The first step of our search process is to devote the time at the beginning to ensure that we thoroughly understand the requirements of the position. This includes compensation, reporting relationship as well as the education and work experience of an ideal candidate. Beyond these basics, we take on an "operating mentality" and discuss in detail our understanding of the type of individual who will work best within the client. For example a candidate's technical and experiential requirements are certainly important, but the core competencies, personal characteristics and management style are more likely to be make or break factors. This is particularly true in terms of fit in the client's unique culture.
  
  
• Search the field to locate candidates with qualifications closely matching the Position Brief. The Position Brief and information regarding the client serve as the standard against which potential candidates are screened. Since individuals with the desired qualities may not be actively looking to make a change they are sought out. Our approach is to focus on and research "comparable organizations" and use a direct approach in locating individuals who meet the qualifications and have established patterns of accomplishment and success. This process is designed to yield several qualified candidates to evaluate and compare.
  
  
• Interview the most qualified candidates to obtain a comprehensive understanding of their accomplishments and potential. As the search progresses, we keep the client informed as to how the marketplace is reacting. The more promising candidates are thoroughly interviewed to obtain a realistic understanding of their accomplishments, capabilities and potential as well as their overall suitability as a member of the senior management team. In conducting reference checks, it is our practice to speak directly with individuals who are, or have been in positions to evaluate the candidate's performance. These evaluations are combined to provide frank, objective appraisals of the candidates and are contained in a Reference Report.
  
  
• Present the most qualified candidates. At the conclusion of the process we select a slate of 3 to 5 finalists who represent the best available candidates at the time of the search. We also prepare a comprehensive profile on each candidate for evaluation. The client will have knowledge of our work as it progresses, and therefore should be confident of making excellent selections. We are also prepared to assist the client in establishing the final terms of employment.
  
  
• Follow up with the new executive to ensure a smooth transition into the role. This could include assisting in possible relocation and assisting with employment for the accompanying spouse if necessary. Essentially, we can act as an objective third party in resolving any transitional issues.

Note: Progress reviews and updates will be planned and scheduled when we begin our search so that we can more effectively coordinate meetings and you can more effectively manage your time. Moreover, while we work as efficiently as possible it normally takes 4 to 6 weeks to identify, develop and evaluate a slate of candidates. Beyond this point, the time required to complete the assignment will depend on the availability of candidates and the availability of those involved in the selection process.

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