We recruit executive and non-executive directors as well as other critical leadership positions in finance, operations, sales, marketing, business development, HR and technology. We additionally source experts for senior project management and transformation roles.
Our consultants are sector experts with deep functional knowledge and market reach. They understand the key skills and mindsets of successful portfolio directors and are experienced at identifying, assessing and securing the best candidates for a position quickly – proven high achievers to make quick impact and deliver value.
Agreeing the Assignment Brief
Every search mandate is unique and gaining a thorough understanding of the business and the role is paramount. We spend time with the client to gather crucial information on the company, culture, management style, reason for the hire, technical requirements of the role, anticipated timelines and any other nuances of the assignment.
We then produce a comprehensive assignment brief, signed off by all stakeholders, to ensure all parties are clear and in full agreement on all aspects of the search mandate. This brief is shared with all candidates at interview stage and is written to maximise potential interest. It details the business, responsibilities, objectives, skill set required, culture and remuneration structure.
Development of Search Strategy
Drawing on more than 20 years of search experience and market knowledge we propose areas of focus in terms of those sectors and organisations most likely to yield successful candidates. In collaboration with the client, we agree an initial list of target companies, and this is refined further as the search progresses to account for any emerging market intelligence.
Whilst a clear search strategy is important, we recognise that first and foremost we are looking for an individual who meets the client’s specific criteria and has the skills, experience and personality to fit the role. As such we may widen our search, considering candidates from other sectors with parallel and transferable skills.
Research and Progress Reporting
Our search process is meticulous and utilises all methods of candidate acquisition. Supported by our in-house research team, this includes comprehensive desk research and targeted market mapping encompassing several market intelligence and social media platforms. This ordinarily forms the foundations of any search. We also tap into our extensive network, seeking referrals discreetly to ensure we are as thorough as possible in identifying the best candidates for the position.
Clear and regular communication is fundamental to the success of a search assignment. As such we provide comprehensive weekly reports and frequent telephone updates to keep the client fully informed on our activity and progress.
Directorbank Interviews and Referencing
Having identified a comprehensive talent pool from the research stage, we then begin the headhunt process. After an initial telephone screening to verify that candidates meet the key requirements of the role and are motivated for change, we move to the formal interview stage. Here we evaluate each candidate against the agreed assignment brief to pinpoint the most suitable individuals available in the market.
Throughout this stage, we utilise our network to informally reference and help us corroborate a candidate’s experience and credentials.
Shortlist Presentation
As per the initial timescales set out at the beginning of the assignment, we meet the client to discuss and advise on who are the strongest candidates for the shortlist. We present detailed reports for each, highlighting their career history alongside a thorough appraisal of their strengths, weaknesses and appropriateness for the position against the agreed assignment brief.
At this stage, we agree the final shortlist with the client and reconfirm the final timeline for the completion of the search. We also continue to advise them on their interview process, and any other considerations, in order to ensure they engage the strongest candidates.
Client Interviews
We provide support throughout this stage, arranging all client-candidate interviews and clearly briefing both parties prior to each meeting. A crucial step in the process, we also ensure a thorough de-briefing session with the client and candidates to ensure expectations are appropriately managed and the assignment remains on track.
Our experience of search and our awareness of the likely challenges and stumbling blocks are particularly valuable in ensuring clients are kept abreast of any potential issues and candidates remain engaged until completion.
Psychometric Testing and Assessment
As part of the search process,, and at the client’s request, we can provide psychometric assessments for up to three shortlisted candidates which includes aptitude testing (numerical, verbal and abstract reasoning) as well as personality profiling.
We use Saville Assessment’s ‘Wave’ testing as we find this to be the most accurate predictor of workplace style and competency. By comprehensively identifying candidate motives, talents and culture fit, the platform brings an extra dimension to fair and objective benchmarking.
Offer Management and On-Boarding
The offer stage is a delicate process of expectation management for all parties. We support and guide the client throughout, clearly advising on remuneration and package structure, and representing their best interests at all times. Following acceptance of the offer, we remain in close communication with the candidate, particularly during their notice period, to help achieve a successful and timely conclusion.
Importantly, we continue regular dialogue through the first few weeks of employment to facilitate a smooth transition.