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Executive/Retained Search Contingency Search/Permanent
Placement Temporary/Contract Placement Temporary/Conversion to Hire

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EXECUTIVE SEARCH-RETAINER

We believe that no two senior-level executive search engagements are identical. Although there are many common elements that exist between certain functional areas of expertise within a given industry, each senior-level search assignment must be approached and appreciated for the unique business challenges a particular client is experiencing within their competitive market as well as within the dynamics of their own company. It is this philosophy that guides our approach to carefully calibrating the many critical variables that ultimately influence the long-term success of each executive search assignment.

At the initiation of each executive search engagement, we invest as much time as necessary to meet with members of the Selection Committee and other important constituencies to gain a complete understanding of the specific business needs and challenges facing a particular client and the business environment that the successful candidate will encounter at the conclusion of the search engagement. Furthermore, these critical meetings provide valuable insight into the specific responsibilities of a given position and the qualifications that the successful candidate must present. Equally important, these initial meetings provide valuable insight into the subtle cultural and leadership qualities that will best serve the successful candidate. At the conclusion of these meetings, we develop a customized EXECUTIVE PROFILE POSITION SUMMARY document that is used during the executive search to calibrate the ideal candidate for a specific leadership position within the company. Our team of executive recruiters partner with our client's representative or search committee to establish:

Consensus on the scope and responsibilities of the position
Desired executive profile
Company reporting relationships and level/type of compensation

From these discussions, our executive recruitment team:

Formulates a search strategy
Assigns one of our team members with primary responsibility for the search
Communicates the proposed search plan to the client representative or search committee Upon client approval of the proposed search plan, we begin our talent search.