1. NEEDS ANALYSIS

Our initial step in the process is to build the framework for a successful search through conducting a thorough needs analysis. Candid discussions are held with the appropriate executives to gain a thorough understanding of company operations and objectives, and specific talent required. Our experience and industry knowledge and perspective as outside consultants enable us to formulate the search specification.

2. COMPREHENSIVE SEARCH SPECIFATION

The comprehensive search specification is the road map for the search. The typical search specification is four to seven pages in length and is comprised of five components. First the job description details the attributes we seek in the ideal candidates, including background, experience, and credentials. Second is a positioning of the opportunity. Since 90% of the individuals we place were happily and successfully employed prior to being recruited, compelling positioning is critical. The third component is a positioning of the company itself, its values, vision, objectives and culture.

The fourth and most important piece is a detail of the performance expectations of the incumbent. Performance expectations should number no more than ten. They should be measurable and specific. Performance objectives may or may not be tied directly to the financial statements. We require our clients' approval of this document before any search commences.

3. RESEARCH

We conduct fresh and original and targeted research for each assignment we undertake including in-depth direct sourcing of target companies as well as organizational charts/mapping of competitive companies. Nine out of ten searches we complete are the result of direct sourcing of candidates who are gainfully employed.

Our research capabilities, throughout our network, are routinely drawn upon to utilize all available sources, contacts and industry expertise.

Additionally, we have significant capabilities outside the U.S., which follow our basic methodology and provide us with exceptional support and resources when conducting searches in other regions of the world.

4. TARGET LIST

The target list is a detail of companies or organizations from which we intend to recruit. We solicit your input in terms of other companies which should appear on the list. Along with the search specification, we will require your approval of the target list in advance of launching the search. Our commitment is to present you with three qualified candidates within forty-five business days.

5. CANDIDATE DEVELOPMENT

We identify and approach individuals whose experience, credentials, skills and accomplishments are appropriate for the position. We procure resumes and accumulate the largest possible pool before the evaluation process begins. Subsequently, we utilize a numeric scoring system based on your performance expectations to narrow the field to a semifinal group of six.

6. 20-DAY MARKET ANALYSIS REPORT

At twenty working days, we present our Market Analysis Report to our clients. This confidential report contains a brief, yet detailed, written summary of each individual we have contacted during the course of the search to date, as well as a detailed profile on each of our most qualified candidates.

This report has proven to be an extremely valuable management tool and serves as an analysis for the following:

- The industry and marketplace overall as well as how the client's organization is perceived.
- The competitive landscape providing valuable information and perspectives.
- A compensation study comparing expectations in the marketplace.

7. INTERVIEWS, REFERENCE & BACKGROUND CHECKS

At this stage we conduct chronological in-depth structured telephone interviews in order to narrow the field further to a finalist list of three. Once we have conducted our fifty-eight point reference checks and comprehensive background checks, we will present the finalists. These finalists will be qualified, motivated and willing to make the move. They will also have realistic compensation expectations and the right motivation to join your team.

8. SELECTION/OFFER

Upon completion of the interviewing process, we will work closely with you in developing the strategy of an "offer" for the selected candidate. We typically make the offer and secure a verbal acceptance before a formal offer letter is delivered. We then assist in any and all logistics issues including the physical move and all other transition issues.

9. FOLLOW THROUGH

After a successfully completed search, we maintain contact with you and your new hire to help a smooth transition. Because we focus on candidates' leadership potential over time, we have a vested interest in maintaining a long-term relationship. Since we track our performance, we follow up with you and the candidate at 90days, six months, one year and two year intervals.

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