We delve deeply into the corporate knowledge bank to uncover what makes our client’s business and culture special as well as attractive to new team members. We package that information in ways that make even the busiest executives stop and take notice.
UNDERSTANDING THE COMPANY, MARKET AND OUTLOOK
COMPREHENSIVE JOB SPECIFICATION DOCUMENTS
Our first meeting with a client often involves more listening than talking. We then question, assess and help define the organizational need behind the search. As a result of our many high-tech searches, we speak the language and can quickly understand a company's products and prospects for success. The precision of the job specification document reflects that knowledge and insight.
IDENTIFYING RELATED COMPANIES AND INDUSTRIES
COMPILING APPROPRIATE TARGET BASE FROM INDUSTRY NETWORKS
Defining and researching the target firms typically takes two weeks. We pride ourselves on our creative, unconventional sector exploration, as well as the systematic nature of our research.
EFFECTIVELY SELLING THE COMPANY AND JOB TO THE TARGET BASE
ASSESSING REACTIONS AND INTEREST
PERFORMING DUE DILIGENCE AND SCREENING
Our proprietary 35,000-person database is a customized worldwide network of experienced technology managers. We spot high-potential candidates through a combination of analytical thinking and intuitive judgment. We look beyond experience to how the personality would fit within the client's team. In a typical search, we will contact several hundred candidates, and personally discuss the position with about one hundred individuals.
REFINING APPROPRIATE "CANDIDATE PANEL" FOR CLIENT REVIEW.
CONDUCTNG FIRST INTERVIEWS.
EVALUATING SECOND AND THIRD INTERVIEWS WITH CLIENT.
We build a short list of interviewees who will make good use of the client’s time. Each interview is preceded by our assessment and ranking of the candidate’s strengths, weaknesses and potential. We also provide an objective post–interview reading of the facts and emotions on both sides, and guide the decisions leading to the difficult weeding–out process.
DEVELOPING AN OFFER PACKAGE THAT ACKNOWLEDGES THE NEEDS OF BOTH CLIENT AND CANDIDATE.
PRESENTING OFFER IN CONTEXT THAT INSTILLS CONFIDENCE.
We work with everyone involved to develop a fair compensation package, freely sharing our professional knowledge of the current market, as well as our experience with the personal and corporate pressures of the negotiation process. We strive for a compensation package that reflects an appreciation of the candidate’s value as well as the company’s need to represent its investors responsibly. We expect this win–win approach to be the foundation of a long relationship based on mutual respect.
ENSURING NEW–HIRE STABILITY BY IDENTIFYING AND TRACKING PROBLEMS TO SOLUTION.
CONDUCTING SYSTEMATIC FOLLOW–UP PROCESS.
CEMENTING LONG–TERM CLIENT SATISFACTION.
While the candidate settles into the new position, we keep in touch. We call the company contact after approximately one, three, six, and nine months to hear about the new hire’s progress on the job and to make sure that all is going well. This carefully structured “service after the sale” contributes to effective team building and reinforces the kind of long–term client relationship that is the source of all our business.