Client meeting:

Every search starts with a conversation with the hiring manager to enable us to identify the type of professional the hiring institution is in need of.

 

Network Search:

Contact is made with candidates we are already aware of who meet the defined criteria , and permission is sought to present these candidates to the client.

 

Research:

Our research team searches for additional candidates to supplement our first list. This is done through conversations with friendly contacts in the market using counterparty referral to identify the best talent we are not already aware of. During this process our client’s identity is revealed to no-one to ensure discretion is maintained around the project. In addition to this web search both of professional networks and proprietary recruitment databases / community sites is used to supplement the list of “new talent” identified.  Finally relevant publications are scoured to complete the mapping of the area.

 

Shortlist Generation:

The market map is refined with the clients specific requirements in mind to generate a long list of suitable individuals. The long-list of suitable candidates is presented to the client. A consultation on this list is provided and with client input the long list is refined to a short list.

 

First round of interviews:

Candidates available from the short-list are presented to the client and a first round of interviews is arranged with the candidates that the client is most interested in meeting.

 

Following rounds of interviews:

The interview process will continue until the client is satisfied they have found the correct individual. We recommend that at least three candidates are taken past second rounds of interviewing to enable the client to have a variety of options with regard to their hire. Multiple rounds of interview allow the hiring manager to have the candidates screened by professionals already working inside the group that is to be expanded, and to ensure cultural fit.

 

Compensation negotiations:

Discussions are conducted regarding the salary and bonus structure for the role. The firm acts as the middle man in the group to offer professional advice on level of compensation, and to keep the client informed on other events occurring around the candidate and market that may have an effect on the candidates compensation. Throughout this process our aim is to ensure that our client finds the best talent at the most competitive cost.

 

Offer Stage:

An offer of employment is made. 

 

Resignation & Garden Leave:

The candidate is prepared for resignation by our consultant to ensure they do not get bid back by their current employer. The candidate resigns their current post and begins the garden leave period. The consultant stays in regular contact with the candidate throughout their garden leave period to ensure that no other firm approaches the candidate before they begin their new role. In addition to this our staff maintain close contact with the client to keep them informed as to how this phase is progressing, until the candidate begins their new role.