Retained
Usually reserved for senior level positions. These are given the utmost priority with 100% focus and commitment and a specifically assigned team. The determined fee is paid in three installments of one third up front, one third with a short list of viable candidates, one third net 30 from candidate start date with employer.
Modified Retainer
Combination of retained and contingency search options where one third is paid up front and the remaining is paid net 30 from start date with employer.
Contingency
The most common search agreement still utilizing the same search process, but with less priority if retained searches are on going. The fee is again determined before start of search and payable net 30 days from candidate start date with employer.
Successful Search
We believe that the most successful search assignments are those in which we work very closely with you in a partnership type relationship. The following are some of the contributions that company can make to ensure the success of the recruitment process.
1. Advise us of those areas relevant to the search that must be kept confidential.
2. Provide timely feedback.
3. Respond quickly to us concerning your interest level in the candidates presented.
4. Schedule candidate interviews promptly and report your evaluations to us as soon as possible.
5. Supply us with names of candidates you may have identified from other sources. This will allow us to evaluate them as part of the search and focus our efforts elsewhere.
Services Overview
Our approach for conducting an executive search assignment consists of a series of steps as set forth below:
1. Work with you and other members of your staff, deemed important to the recruitment process, in order to capture information on the position in conjunction with its requirements, the company's differentiated offerings, and the benefits of the particular position. Identify target source environment.
2. Develop a draft position profile .
- 3. In concert with our research efforts, prepare an extensive list of related professionals and analyze them individually to determine compatibility with the position and level of interest.
4. Initiate contact with a number of select and related professionals.
5. Prepare a slate of candidates for your review generated from our proactive procedures and marketing results.
6. Personally interview targeted candidates and submit the most qualified for your review. These submissions will include a personal background summary of each candidate that best satisfies your needs for the position
7. Orchestrate finalist interviews at your designated location.
8. Negotiate a final offer to the selected candidate.