Engagement 
Objective – Agreement on position specification and desired candidate capabilities

• Written confirmation of assignment
• In-person interviews of client team and key stakeholders to fully understand external  environment (e.g., regulatory, legislative, competitive, etc.), internal pressures (e.g., financial, development, sales, distribution, etc.), culture, and selection process
• Develop ideal candidate profile & position description in collaboration with client 
• Secure agreement on position description

Research 
Objective – Develop a long-list of potential candidates and companies to be contacted in Candidate Development phase

• Determine companies to target, and avoid, for candidates
• Identify primary candidates for position at target companies
• Leverage databases, analysts, and associations as candidate/referral sources
• Develop secondary candidates from primary candidate referrals
• Include up-and-coming managers if endorsements are strong
• Select candidates possessing desired capabilities 

Candidate Development 
Objective – Develop a short-list of highly qualified individuals

• Contact candidates to determine interest
• Conduct initial capability screen
• Secure background and salary information
• If not interested, source for secondary candidates
• Develop qualified list of 10 to 12 individuals

Candidate Interviews 
Objective – Qualify candidates for client interviews

• Schedule interviews with 6 to 10 high potential candidates
• Conduct in-depth assessment of skills, capabilities, and fit
• Focus on documentable accomplishments and functional mastery
• Ensure chemistry is appropriate for client management style, culture, and work environment

Candidate Presentation and Hire 
Objective – Present leading candidates for client to interview

• Present candidate backgrounds to client
• Schedule interviews with client and candidates
• Debrief with client and candidate post-interviews
• Facilitate and assist in closing candidate, including helping negotiate compensation as necessary
• Complete written reference checks

Follow Through
Objective – Continuous feedback to ensure effective transition and integration

• Periodic reviews with client to determine candidate progress
• Periodic discussions with candidate to ensure smooth integration
• Feedback as appropriate