Executive Search

• Complete a job analysis/HJA profile
• Assist in the development of a current job description
• Establish a project plan
• Discuss a timetable for presenting elite candidates
• Conducts a behavioural based interview
• Discusses the clients needs, organizational structure and culture in great detail
• Conducts 3 to 6 business references
• Facilitates the development of an offer to assure acceptance by the selected candidate
• Advises all other candidates of the their status in a friendly and diplomatic manner

Our Process

Step 1: Research and Client Interviews & Job Analysis

Our first step is to obtain detailed knowledge of our client's organization and culture. We develop an understanding of their current organizational priorities and business climate, as well as the competitive environment. We work closely with our client to develop a profile of their ideal senior executive: this profile includes not only a detailed position description but also an analysis of the personal characteristics and attributes necessary for the individual to be successful in the clients corporate environment using the HJA tool. We document all of this information in a candidate profile.

Step 2: Candidate Identification

Once the position requirements are agreed upon, we begin the search process by identifying appropriate industries and functions in which we expect to locate individuals with the skills and experience to match our client's requirements. Our sourcing methods include direct recruiting, database consultation, networking and career advertising through print media and the web. Interested candidates are evaluated and assessed for overall appropriateness and fit.

Step 3: Candidate Reviews Consultant Interviews

We then meet with our client to discuss the range of candidates and their sustainability. We agree on which candidates offer the best experience, personal characteristics and overall fit - these are the ones we recommend our client meet.

Step 4: Short List Review Client Interviews

Once we identify a short list of the top four to six candidates, we provide our client with a candidate brief on each prospect. Each finalist we present are fully capable of carrying out the position's responsibilities in a superior manner.

Step 5: Candidate Profiling

We offer candidate profiling for the finalist using DISC methodology (Thomas International Tool) to match the job to the HJA. We will advise how this candidate fits the HJA profile and indicate how many of the required behaviours are a match.

Step 6: Reference Checking

We conduct a comprehensive reference check on the finalist candidate before an offer is made. Whenever possible we consult 3 to 6 references: each representing subordinates, superiors and peers.

Step 7: Final Negotiations and Offer

Once the finalist candidate has been selected, we are available to assist in negotiations and the final offer; our impartial third party status allows us to facilitate the negotiation process in this sometimes-sensitive area. We maintain regular contact with our client and the successful candidate to ensure the transition progress goes smoothly and that our client is satisfied with the new hire.

Step 8: Follow Up

We continue to monitor progress and seek feedback from you on the acclimatization of the new hire. Our goal is to ensure the candidate's successful integration within the client organization and to ensure the value of the new hire's competencies related to superior performance.

Our Fees

Each search assignment is unique, therefore we will prepare a written search agreement detailed for each specific project upon request. To be flexible, we can provide professional executive search services based on the following basis:

• Contingency - When given exclusivity on the search
• A fixed project retainer
• A fixed monthly retainer
• Multiple assignment pricing
• Our typical billing is based on one third, one third, one third, with the last payment representing a hold back on completion.

Our Commitment

Should a new hire be terminated for just cause with the agreed upon period and we are notified in writing, we will find a replacement candidate for that position.