Our methodology focuses on the most valuable ingredients to organizational success; leadership, management of resources, and the strategic direction of the enterprise. We manage every aspect of the search process carefully and thoroughly. Our use of networking and sourcing techniques maximizes exposure of the client's opportunity to potential candidates who may not be actively seeking a career change.
We articulate the client's organizational needs with focus and clarity and we present the opportunity in a manner that reflects the highest level of quality and professionalism. As outsiders, we can provide third-party objectivity in the assessment and selection of candidates. We are unbiased and critical in our analysis of the client's requirements and expectations. We also operate with a high level of confidentiality, handling sensitive organizational and political issues with the utmost discretion.
From initial meetings with our client, we prepare an Opportunity Profile that provides an overview of the company, the position, and the desired experience and competencies of the ideal candidate. This document serves as a written standard against which all prospective candidates are measured. After client review and approval, this document is given to sources and prospective candidates.
We then conduct a comprehensive search for the most qualified executive for the position. During the course of the search, we keep the client regularly informed of our progress and provide periodic progress reports. We ask that our clients provide us with information and any appropriate sources that might be useful in our preliminary research effort. This enables us to focus and target our efforts and produce results as quickly as possible.
Very often individuals with the desired qualities and experiences are not seeking a career change; therefore, they must be identified and attracted. We research companies and organizations where the desired candidates are most likely to be found. This is done through various databases as well as from the information we have developed from previous search engagements.
We directly approach individuals who meet the established criteria and who have demonstrated patterns of accomplishment and success during their careers. This process is designed to yield several qualified candidates to evaluate comparatively against one another.
During the first month to six weeks of the search, we contact dozens of prospective candidates and sources, conducting telephone interviews to determine which candidates should be advanced to the personal interview stage. It is important to note that we do not rely on files of unsolicited resumes to complete search assignments.
Once we have developed a "shortlist" of serious prospective candidates, we review their backgrounds with the client and subsequently interview the most qualified individuals. Our interviews are designed to obtain a thorough understanding of a candidate's accomplishments and potential. Each candidate is evaluated to determine his or her overall suitability as a member of the client organization.
At the appropriate time during the search process, we conduct thorough reference checks to determine the strengths and limitations of the candidates. In obtaining reference information, we speak directly with individuals who are or have been in positions to evaluate the person's performance. Reference reports, together with the appraisal developed during the interview provide candid and objective evaluations of the candidates. All educational credentials, as well as the information provided by the candidate, are verified.
We present to our clients the most qualified candidates by preparing a comprehensive report. This document describes his/her personal and business background and accomplishments and gives an overall of the candidate's qualification for the position.
Subsequently, we assist with scheduling and coordinating interviews between the hiring executive or search committee and the final candidates. The client selects the final candidate and makes the offer of employment. When a search enters this critical stage, we are available to act as a third-party catalyst in developing a mutually acceptable compensation arrangement. Our participation through this sensitive phase often is a key factor in the successful completion of the search.
The professional fee for a search engagement is 28 percent of the first year's cash compensation, which includes salary and bonus. For not-for-profit clients, the fee may be a flat, fixed amount and may be less than 28 percent of the executive's compensation. Our minimum fee is $25,000. Fees are invoiced in monthly installments, beginning with the date of confirmation. When working on a percentage, we adjust and settle any difference at the conclusion of the search when the final compensation has been negotiated and an employment start date has been determined.
Charges for out-of-pocket expenses are invoiced at cost. These may include international telephone charges, delivery services, travel, and out-of-pocket expenses associated with interviewing candidates. The client approves all major expenditures in advance of any out-of-town interview trips that may be required. Many of our interviews are conducted via Zoom to keep costs lower.
An assignment may be discontinued at any time. In the unlikely event that this occurs, the engagement is invoiced on a pro-rata basis to the date of cancellation with the first month's fee as a minimum. If it becomes necessary to cancel the search after the three-month period, the full retainer is considered earned.
We also stand behind our work. If the selected executive should leave of his or her own accord or is terminated through the fault of his or her own within 12 months of the employment date, we will replace that individual without any additional fee, other than reimbursement for out-of-pocket expenses.
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