The Leadersearch Approach

Organizational Climate Survey

In order to ensure there is a fit between the successful candidate and the unique culture of the client organization we must thoroughly understand that culture. The first step in our process is to conduct one-on-one interviews with senior executives and a sampling of employees to get a feel for the organization's atmosphere. At this point we would also conduct a character analysis on direct reports and key peers.

Define The Position And The Ideal Candidate

We work with the client to determine the scope and responsibilities of the position and the qualities required of the successful individual, both technical and personal. Using this process and the information we have obtained through our Organizational Climate Survey, we will compile a search profile. Included in this document is a client company profile, a position description, and list of candidate specifications. Often during the course of the search, parameters of the position description or candidate requirements may change.

Candidate Sourcing and Interviews

This step involves research and identification of potential candidates using a number of tools including our database, networking with industry contacts and advertisement. Our team of search consultants then interview potential candidates, conduct initial referencing and evaluate fit using character indicators. It is here that any internal candidates would be assessed.

Candidate Presentation

At this point we present a variety of benchmark candidates to the client. These are individuals ranging across the spectrum of possibilities, all slightly different technically and personally, but well suited for the requirements. This process often helps the client in understanding what they really need both technically and as a character fit Our consultants sit in on candidate presentations with the client as a means of helping to assess fit, aid inexperienced interviewers and to make the post-interview debriefing more effective.

In-Depth Reference Checking

Final candidates are checked out thoroughly through technical and personal reference checking. We are very careful not to breach any confidentiality issues for candidates until such time that they are comfortable an acceptable offer is coming their way. Written summaries of the references are provided to the client for information purposes.

Offer Negotiation

Once the candidate of choice has been identified, Leadersearch will work with our client to arrive at a fair and appropriate offer. We may act as the intermediary with offer negotiations as well as our experience tells us that searches often fall off the rails at this point if not handled very carefully.

Ongoing Communication

At Leadersearch we feel a commitment to both our clients and successful candidates. After the completion of the search process we continue the relationship with both parties to ensure both the character fit and employment arrangement are working.

Fees

As a retainer-based search firm our fee typically falls in the 25% to 30% range of the first year total cash compensation (salary plus bonus or other incentives). Different from other executive search firms, we agree to the fee at the beginning of the search process regardless of the final negotiated salary. Our practice is to partner with our client to find the best possible candidate for the position, not necessarily the most expensive.

Billing will happen in three parts, one third upon acceptance of our proposal, one third 45 days into the search, and one third when the offer has been extended to the candidate of choice. Expenses to date could be billed with each of these invoices and typically include advertising costs, travel, long distance charges, fax, courier, and postage.

It is possible that out of the search process, your organization may identify additional candidates to be hired. In the case of such a supplemental hire, our professional fee for each candidate would be 50% of the original fee, invoiced in total after the offer has been accepted.

Guarantee

Should your candidate of choice leave the organization within the first 6 months of employment for either 'fit factor' or technical reasons, we will re-do the search for no additional fee, expenses only.

Time Required

We will discuss time required to effectively complete the search. Typically, a search assignment will require 10 to 12 weeks from start to finish. Should the requirements for the role change throughout the process we would have to redefine the time parameters accordingly.

Contact us at recruiting@leadersearch.com to talk about our recruiting services or to receive a copy of our "Frequently Asked Questions About Recruiting".

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