Our first step in every recruitment project is to consult with you – our client – to fully understand every nuance of the role, how it fits into your business and your overall organisational objectives. 

The questions we ask at this stage are crucial; we are successful in part due to the clarity we’re able to achieve through this deep consultation. 

We then strategise with our team to determine the go-to-market plan to map and identify the potential talent pool for your requirements.

Our team moves into action, executing on the strategy we’ve developed. 

We look to our extensive existing network, assessing their own suitability and also leveraging our relationships to tap into their network. 

We don’t stop there.  

We then explore the market as a whole, identifying the people we didn’t already know who may be a fit for your role themselves, or only one or two degrees of separation from those who could.

As we map and navigate the market, we are listening attentively and actively in each and every conversation. 

As you well know, interest in and suitability for a role aren’t always the same. 

We ask engaging questions that challenge potential candidates, listening intently for the indicators and information that help assess true competency and compatibility for success in your company. 

We screen candidates diligently at this stage, narrowing our focus on the top 5% ones we wish to pursue further on your behalf; ever mindful of the role we’re playing in building and strengthening your employer brand.

Next, we begin our in-depth interview process with identified high-potential candidates. 

We deploy our expertise in designing a slate of functional and behavioural interview questions to fully assess not only the candidate’s ability to perform, but also their long-term fit with the team and your organisation. 

We work closely with our clients to help ensure their interview process continues to probe for the most critical success factors. 

Finally, we employ assessment tools with shortlisted finalist candidates, bringing recognised organisational development science to bear, along with exhaustive reference and background checks, to further validate and verify their suitability.

Throughout the process we work hard in the background to ensure your final candidate is ready, excited and can already see themselves in the position.

We probe deeply at this stage to identify any potential objections at a predefined compensation range, to ensure a counter-offer won’t pose a barrier to acceptance, even to ensure that the candidate is emotionally prepared for the change they’re exploring. 

There are a range of small things that – left unchecked – can cause difficulties and delays at this point in the process; we work proactively to mitigate that risk.

The final stage of every executive search assignment is the transition of the candidate to your new hire. We continue to work closely with our clients and candidates during this stage, easing any concerns and assisting with last-minute details to help make the change smooth and effortless for everyone. 

We check in with your new employee shortly after they begin working with you, as one final ‘wellness check’. 

This unflagging attention to detail affords us the confidence to offer our clients a six-month replacement guarantee on every placement.