We specialize in hiring middle & Senior management Executives

1. Launch meeting with the search firm
We meet with the client to outline search requirements, timelines, future company strategy and mission, and get an idea of culture of the organization

2. Further in-depth meetings and research
We meet with key executives and goes into a deeper analysis of the company and market, identifying key opportunities for the new candidate, and defining how they could fit into the client’s culture and organizational structure.

3. Create the job description
The research of the previous step provides most of the insight for what’s included in this document. This document is the main reference for the researchers, search consultant, and clients during the search.

A job description most often contains detailed information about the role, responsibilities, the hiring client, key opportunities presented by the executive job, and outline career and educational requirements.

4. Finalize the search plan
At this point, further research will be done into where and how potential top candidates will be sourced. The research tools that form part of the search strategy will often include our own database, previously conducted market analysis, alternative internet sources such as LinkedIn and other social networks, and of course, our own network and contacts.

5. Talent mapping and sourcing
During this stage of the executive search process, we map the potential talent to the job description and get it whetted by the client for further processing

6. Approach, qualify and interview to create a short list
During the candidate identification process, we will continue to meet with candidates , clients, and internally to narrow down the list of potential candidates (down to 10 at most).

7. Basic referencing, present short list to the client
Before any candidate is presented to the client, we complete a basic background check to verify their qualifications and background. Provided there are no issues (changes will be made to the list if there are) the short list will be presented to the client.

8. Further narrowing of the short list thorough additional reference checks and psychometric test.
After the search firm presents the short list, the client will work with them to narrow the potential candidates to just three to five. At this stage the search firm will conduct even more thorough reference checks and provide final thoughts about each candidate. In specific cases based on client requirement we conduct psychometric test in concurrence with the role and culture fit required.  

9. Interviews with the client
After we present the client with a short list of the top candidates, the client will conduct face-to-face interviews. During this stage, we will discuss each candidate’s resume, qualifications, personal strengths, and motivation before and after each interview. 

10. Offer and negotiation
After a series of interviews, discussion, and consideration of external references, the client will select their preferred candidate and the process of salary and offer negotiation will commence. We acts as a mediator in this stage to ensure both the client’s and candidate’s needs are met.

11. On-boarding and integration
We will assist with the integration (on-boarding) of the successful candidate into the workplace - the degree of involvement depends on the client and agreements made in the search process.