1. Introductory meeting

Each assignment begins with an in-depth discussion in which our client describes in detail the needs of the company and the demands of the position. In addition, the client describes the company’s mission, values, strategies, organizational plan and culture to ensure our understanding of the client business. Our conclusions from this discussion lead to a set of recommendations and objective discussion with regard to the qualifications, experience and competences that are required for the candidate to succeed in the position. Together with our client, we then develop a search plan in order to establish a timeline for the search process and completion of the assignment.

2. Company, position and candidate profile
We draft and submit a detailed company, position and candidate profile for the approval of our client. The company profile includes a general description of the company, its business and market environment as well as financial reports, an organizational plan, and press articles about the company. The position profile describes the role, responsibilities and tasks entailed in the position, while the candidate profile describes the required educational, professional and personal qualifications, experience and competences.

3. Search strategy

Based on the candidate profile and a preliminary analysis of the market we develop a search strategy defining the direction of the search. We evaluate industry segments and competitors with the client and identify target companies in agreed industries.

4. Research and identification of potential candidates
In the research process we start by identifying potential candidates in relevant industries and companies. This is a systematic process based on active, yet discreet research in the market, combined with information from our proprietary database.

5. Initial contact with potential candidates
After thorough screening and evaluation of potential candidates we then make an initial contact. We employ a professional and discreet approach at all times throughout the entire assignment in order to meet the need of our candidates for complete confidentiality. We do not disclose the name of our client at this stage. Our focus is on attracting candidates that best fit the position – both from a client and candidate perspective.

6. Interviews with potential candidates

Potential candidates who are considered qualified and who have expressed an interest are invited for an interview. At the interview we apply a competence-based approach in which we focus on the performance of candidates and how they have achieved their results. We also stress the importance of assessing the human qualities and attitudes of candidates in order to find those best able to adapt to the organization and culture of the client company, and who are best equipped to meet the future challenges the client is likely to face.

7. Candidate presentations
We arrange meetings between our client and those candidates whom we consider to be absolutely suitable for the position. We participate in these meetings in order to ensure an objective evaluation of the interplay between our client and the candidate, and to clarify any questions that either side may have.

8. Candidate evaluations

After the candidate presentations we inform both our client and the candidates of their respective evaluations of the meeting and monitor the interest of both parties. We focus on acting as an objective advisory partner for our client with regard to all aspects arising from candidate presentations.

9. In-depth meetings and negotiations

Our client and the candidate preferred by our client hold in-depth meetings in order to further discuss the role, responsibilities and tasks of the position, the expectations of both parties for future cooperation, and to negotiate the compensation package.

10. Reference checks

We conduct discreet and confidential reference checks on the candidate preferred by the client from people with whom the candidate has worked closely on a professional basis. We seek such references only after agreement with the candidate and our client.

11. Closure

On the basis of our many years of experience, we offer both parties our assistance on any questions concerning the contract and compensation. We focus on being an objective intermediary in order to secure successful completion of the search assignment.

12. Follow-up

After completing the search assignment, we maintain ongoing dialogue with both our client and the selected candidate in order to measure the performance and fit of the selected candidate. It is an absolute imperative for us that both our client and the selected candidate are satisfied with the result.