The recruitment of a senior executive is an important stage in the development of any organisation, whether the largest multinational or a smaller family owned business. The relationship between the consultant and the company is of paramount importance. Our consultants have extensive recruitment experience, allied to commercial experience gained in a variety of different environments. We are able to provide a discreet and apposite recruitment service at senior levels. Our long term commitment to our clients means that we are able to give impartial advice on the best recruitment solutions – whether that is a search, selection campaign or an internal appointment. Our fees are heavily weighted to the attainment of specific milestones and to the success of the assignment.

PROCESS

1. Meeting We will meet with the client to identify the need. This will involve an in depth discussion of the reasons behind the appointment, the successes and failures of the previous incumbent, the company’s strategy and the role which the new executive will be expected to play in achieving the strategy and the deliverables on which the executive will be measured.

2. Brief This meeting will allow us to make recommendations to the client about the most appropriate methodology to produce the widest field of choice, as well as the remuneration which we recommend in the light of current market trends. We will produce a brief which will encompass the results of the meeting and will contain not only a description of the company but also a clear indication of the specific attributes for which the organisation is looking as well as a clear understanding of the role which the successful candidate is expected to perform. The brief will also contain clear and precise details of fees and the timescale envisaged for the assignment.

3. Identification We will then identify the most appropriate candidates, either through a systematic research process or through an advertisement or a combination of the two. We will interview those candidates who most nearly match the client’s requirements and will provide the client with an in depth profile of those candidates who we consider to be worthy of the shortlist. These reports will usually cover their background and education, their career with special consideration as to its relevance for the position, their personal circumstances and their remuneration. The report will also contain an assessment of character and personality, coupled with an assessment of their experience and competence in relation to this assignment.

4. Client Interview We will then undertake all the arrangements for interviews for the potential candidates with the client. If desired, we can be present during the interviews. We will maintain communication between the client and the candidates throughout the interview process in order to ensure that the process runs smoothly and that there are no misunderstandings.

5. References and Offer Once the client has decided on their preferred candidate, we will assist in negotiations on matters of remuneration and status. These are delicate negotiations and it is our experience that our insertion, as a third party, can reduce the risks of failure.

6. Follow up Following appointment we will maintain contact both with the client and with the successful candidate in order to ensure that the expectations of both parties are being met.

FEES

Our fees are set by reference to the level of the assignment and the importance of the appointment to the client. They are agreed at the outset of the assignment and are fixed. We consider that a fee linked to a percentage of the candidate’s final salary can give rise to misunderstandings and tensions between client and consultant during the negotiation process.