Initial Discussion
Our first step always involves in-depth, in-person discussions with our client's key executives. These discussions enable us to become thoroughly knowledgeable about the post in question and to understand how the position, its responsibilities and its goals relate to the client's strategic objectives. Only with such detailed knowledge can we be truly effective in persuading the ideal candidate of the viability of the opportunity in hand. We also explore in detail the personal requirements for the successful candidate.

Confirmation Letter
This first meeting or group of meetings is followed by a formal letter confirming that we can undertake the assignment assuming that agreement has been reached with the client. In this letter, we detail our understanding of the client's need and our approach to satisfying that need. Additionally, we reconfirm the administrative arrangements such as timing, staffing and fees and expenses for the engagement.

Position Descriptions
We then draft position specifications describing the nature of the opportunity, the professional and personal qualifications required for the ideal candidate and, typically, a disguised but accurate description of the client company.

These specifications are written in such a way that they do not reveal the identity of our client. These specifications assist us in discussing the opportunity with interested candidates and sources in a knowledgeable and motivating manner.

Sourcing
Once the specifications have been established and agreed, we develop, through systematic research, a comprehensive list of target companies and then identify the individuals in those companies with the required experience and proven achievement records that we seek, building as we go a network of probably prospects. This is a time consuming process, since our ultimate goal is to present clients with only those candidates who are the most appropriate and best qualified for the client situation.

For sourcing purposes, we welcome client suggestions as to industries or even companies that we should include in our research. Similarly, we need client input as to whether there are any firms or individuals that you would like us not to contact.

Screening
Candidates identified through sourcing are then classified and screened. Through in-depth interviewing, the field is narrowed to a limited number, typically three to five, of those exceptionally qualified and interested candidates whom we then recommend for your final consideration.

Presentations
Our initial presentation of candidates is made to you in writing with detailed confidential reports containing biographical and educational data, and focusing on the responsibilities and achievements and also including an analysis and appraisal for each candidate presented.
Shortly after you have had the opportunity to read and consider the confidential reports, we then introduce the agreed finalists to you in person.
Ideally, we introduce each finalist for your consideration during a controlled interview. We attend these initial meetings and attach great value to this step. We urge that the meetings are in a neutral and confidential setting and where possible, we recommend that we hold them in our offices. Our participation in these critical first sessions between you and the candidates allow us to facilitate a positive, informative discussion and to establish a mutual ground for later evaluation by both parties.

After your initial meetings with candidates, more detailed discussions with one or two top finalists would then follow. We are not normally present in these following interviews, but we are certainly available to attend if you so wish and, in any case, we stay in close touch with all parties to the discussions as they proceed.

Hiring
The final step in attracting an outstanding candidate is a joint effort between you and us. We assist in determining what is needed in terms of position, growth opportunities and financial incentives in order to hire the outstanding candidate, and we assist as appropriate in negotiating a mutually acceptable offer.

Client Referrals
Often, during the course of a search, a client becomes aware of potential candidates through its own sources or through referrals. We ask that you refer such candidates to us for interviewing and appraisal along with those whom we have developed from our own systematic search. We will treat them as we would any other candidate, for we consider such interviews to be a normal part of our consulting activity on your behalf.

Exclusivity
We establishes an exclusive consulting engagement with its client firms. We expect our clients not to advertise or to use other means to approach potential candidates during the time that we will be working on the assignment. Unnecessary duplication puts all parties in a potentially embarrassing situation, and it can result in a down-grading of the position in the eyes of the potential candidates. In the unlikely event that such a situation should develop, we would be obliged to discontinue our search efforts and charge time and expenses incurred up to that point.

As an established policy of our Firm, we restrict the number of client companies for whom we work in any given industry so that there can be no conflict in our carrying out a search on behalf of a client in a full and thorough manner. In this regard, we are pleased to confirm that we can undertake the assignment on your behalf without restriction.

Confidentiality
It is the Firm's policy not to divulge our client's identity without your prior permission and this is normally only at the point at which you have agreed to meet a candidate. The position description we prepare for use with prospective candidates and sources describes the executive opportunity in general terms only, so as to avoid unproductive speculations on the part of prospective candidates. Furthermore, our emphasis on confidentiality minimizes the risk that you will be contacted directly by individuals whom we may have already considered and eliminated from further consideration.

Equally, we would require that the identity and information regarding candidates whom we report and present to you are treated in a highly confidential manner and are restricted only to those individuals critically involved in the hiring decision.

Reference Checking
Our systematic approach to executive search also involves the careful investigation of potential candidates' backgrounds at the appropriate time during an assignment. To ensure the effectiveness of our professional services, we will conduct the reference checks on the executive whom the client selects. Wherever possible, it is our policy to speak with previous supervisors, subordinates, key customers, peers and similarly appropriate associates of the successful candidate. We provide these references to you in writing and in full.

We urge that these reference investigations should be conducted prior to your making a firm commitment of employment to the candidate by signing a contract of employment. We place great importance on taking appropriate reference checks and we therefore consider it our responsibility to conduct these reference checks and to report their results to you; we cannot be held responsible for any unfortunate results which could occur should you decide to take this responsibility on yourself.

Follow Up
Lastly, some 30 to 60 days following the successful candidate's starting date, we will initiate, with your permission, a detailed discussion with that individual as to the first weeks of experience with your Company. Your new executive knows in advance that our conversation will be reviewed with you subsequently and that it takes place with your knowledge. We have found this to be an excellent time to reinforce the correctness of the decision by both parties and to correct any misunderstandings or misconceptions that may have developed in the early weeks no matter how unlikely this might be.