All of our assignments are managed by functional specialists and subject matter experts, who are your primary point of contact throughout the life cycle of the search. No research related work is disseminated to others or outsourced to a third party.

At the initial assignment briefing, we would openly discuss a long list of potential candidates, their background, style and compensation details. Once we have agreed a target list of organisations and suitable candidates, the shortlisting process would typically take up to 2-4 weeks depending on the nature of the search and the type of profile sought. This would be actively be supported by a transparent working progress report indicating how candidates have responded to the role and organisation, which would be sent to the client on a regular basis. 

In the case of a relatively new relationship, we may choose to 'drip feed' one or two candidates prior to shortlisting, to ensure that all parties collectively feel that the right profile or candidates are being targeted. When shortlisting candidates we include a full breakdown of their compensation details, CV and an assessment of their suitability for the role.

The resignation process is by far the most critical part of the search process. When clients reach this point any concerns that the candidate or client have should have been addressed. Expectations should have also been managed around compensation, ensuring there are no surprises when we reach the point of making the formal offer. To guarantee a smooth transition to the new firm we advocate the candidate has had a maximum amount of face time with our clients.

The diagram below illustrates how our executive search process works, if you'd like to talk through any particular aspects, or would like anymore information, please contact us on +44 (0) 20 7786 8028.