Executive search is a discipline. Our discipline has two parts: 1. Research. We cover more than the waterfront in identifying and reviewing qualified candidates for a position. Generally, we do this through research and direct sourcing, not limiting ourselves to one particular sector in our work. Under special circumstances, we will advertise. During this phase, we prepare candidate profiles with the person's present position, mandate, reporting relationships, supervisory responsibility, accomplishments, previous work history, education, compensation and interest in pursuing the opportunity. Regardless of their original source, all candidates are streamed together and evaluated from the same perspective. 2. Interviews. We invite the most promising candidates in for an interview. We assess their background, experience, potential and 'chemistry' to fit well within your organization. But we also determine if they want the job and why. Their reasons offer an important part of our evaluation. After we have interviewed and assessed the best candidates, we discuss our findings and together with our client we decide the details for presentation and client interviews. We make our assessments as objective as we can, bringing up any concerns the candidate may have about the position and letting you know their expectations. Then the intensive discussions begin - including our read on the relative strengths of the candidates plus detailed reference checks on the finalists with the final decision always being yours. This said, making an offer is no guarantee that the selected candidate will accept. This is when we move into our diplomacy and negotiation mode to work with you to facilitate a positive response. It is our responsibility to manage the entire interview process on your behalf, in order to ensure that no one's time is wasted and both sides are aware of the other's needs and expectations.