Traditional Services
Search Initiation
Assess Organization and Position - Understand the history and structure of the business unit. Understand the culture of the organization. Meet Key Decisionmakers - Ask for their goals and objectives of the position for the next 2-3 years. Develop Job Specification - Describe the overall responsibilities and long-term objectives of the position. Confirm the title of the position and establish an appropriate compensation package.
Candidate Identification
Establish focused target list and identify key prospects - Assign dedicated researchers familiar with the function of the position. Contact Sources and Potential Candidates - Look into 5,000+ names in the proprietary database as well as conduct original research. Screen Candidates - Conduct telephone interviews and request background information via a resume. Provide Status Report to Client (at least bi-weekly) - Also provide market feedback on the client from people contacted whether or not they end up being candidates.
Candidate Qualification
Conduct Candidate Interviews - Determine their technical skills and assess their potential fit into the culture of the company. Submit detailed Candidate Reports - Provide a history of what the candidate has done and present an appraisal of why they fit the job description. Arrange Candidate Interviews - Ensure both the candidate and the client is prepared. Debriefing of Clients and Candidates - Provide feedback to both parties.
Candidate Selection & Negotiation
Candidate Compensation - Provide a detailed summary of the candidate’s compensation package including vested and unvested stock programs and all related issues. Advise on Compensation Levels & Structures - Provide data on what other companies are paying for a similar position.
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