OUR PROCESS
Executive Searches Customized to Achieve Your Goals
OUR PROCESS
Executive Searches Customized to Achieve Your Goals
The specific process and timeline of an executive search will vary depending on the unique requirements of each client and the availability of suitable candidates, but our goal is to always fulfill each client’s needs as soon as possible. However, quality work is our top priority so we won’t cut corners in favor of expediting the process.
1. Define the Need
We start by meeting with you and your team so we can get to know and understand your company and culture. Our goal is not just finding the right talent, but the right fit.
2. Source the Globe
We’ll research and target companies and potential candidates around the world. Our search includes people who aren’t necessarily looking – and we don’t stop until we find the right person for you.
3. Recruit the Best
Our extensive advance work pays off. We meet and educate potential candidates on the job, your culture, vision and values in our journey to find the best fit for your company.
4. Close the Deal
We have identified the person who will go the distance and be the perfect leader for your company and culture. And, we’ll be on your side at the negotiating table.
Weeks 1 -2
- Meet with hiring managers, owners and other designated individuals to gain a full understanding of the scope of the role, ideal candidate profile and company culture.
- Prepare and submit a written description to be used during the sourcing and solicitation of potential candidates.
Weeks 3 - 9
- Research & target companies and potential candidates.
- Engage advertising, selective postings and contacts to reach potential candidates.
- Begin candidate evaluations and initial interviews.
- Present comprehensive profile of recommended candidates.
- Schedule initial candidate interviews with company hiring team.
- Facilitate feedback and communication during client/candidate interviews.
- Verify education credentials of recommended candidates.
Weeks 10 - 12
- Schedule in-person interviews with finalist candidates and facilitate feedback/communication during this phase.
- Recommend assessment tools for finalist candidates.
- Conduct in-depth verification of references for finalist candidates including extensive background checks if requested.
- Advise the hiring executives as needed; assist in offer negotiations to selected candidates.
- Assist selected candidate and company with facilitating relocation logistics.
Weeks 1 -2
- Meet with hiring managers, owners and other designated individuals to gain a full understanding of the scope of the role, ideal candidate profile and company culture.
- Prepare and submit a written description to be used during the sourcing and solicitation of potential candidates.
Weeks 3 - 9
- Research & target companies and potential candidates.
- Engage advertising, selective postings and contacts to reach potential candidates.
- Begin candidate evaluations and initial interviews.
- Present comprehensive profile of recommended candidates.
- Schedule initial candidate interviews with company hiring team.
- Facilitate feedback and communication during client/candidate interviews.
- Verify education credentials of recommended candidates.
Weeks 10 - 12
- Schedule in-person interviews with finalist candidates and facilitate feedback/communication during this phase.
- Recommend assessment tools for finalist candidates.
- Conduct in-depth verification of references for finalist candidates including extensive background checks if requested.
- Advise the hiring executives as needed; assist in offer negotiations to selected candidates.
- Assist selected candidate and company with facilitating relocation logistics.
Moving From Problems to Solutions
It’s not enough to simply be qualified. The candidate must also be the right cultural fit. Understanding our client’s culture is one of the most critical parts of our search process. This enables us to present candidates who meet a specified criteria while striving to check all the boxes on your “wish list.”
For us, it’s really all about relationships. It starts by listening and building a relationship with you and your company. It continues with developing trust and relationships with our candidates.
The Path to Achieving
Superior Results
It is not uncommon for a client to have an immediate need. We understand and certainly operate with a strong sense of urgency. At the same time, don’t let ringing alarm bells cause you to sacrifice quality for speed. Specific actions make a search go smoothly, efficiently and produce the best results:
- Be available and make your search a priority.
- Provide meaningful and timely feedback on candidates.
- Treat all candidates with respect and courtesy so that even those not chosen leave with a positive outlook of your company.
- Understand the demand for “superstar talent” far outweighs general demand.
- Be decisive. Be ready to move forward and take the next step.
A Vice President of Accounting and Financial Department
I Vice President of Accounting and Financial Department
E Vice President of Accounting and Financial Department
B ice President of Accounting and Financial Department
c Vice President of Accounting and Financial Department
d Vice President of Accounting and Financial Department
F Vice President of Accounting and Financial Department
G Vice President of Accounting and Financial Department
F Vice President for University Advancement and Executive Director of DSU Foundation, Inc., Delta State Univeristy
G Vice President of Accounting and Financial Department
H Vice President of Accounting and Financial Department
E Vice President of Accounting and Financial Department
Ready to get started? Let’s have a conversation and find out if we’re a good fit for each other. If so, we’re available now to begin your journey toward new leadership and enhanced performance.
