OUR PHILOSOPHY

We know that our clients depend on us for their most important asset - the leaders of their organization. We know that often they "bet the company" on the executive we bring forward. We shoulder our responsibility by working intelligently and hard, and by putting our very best intuition and judgment into every assignment.

There are steps to be taken, a process to be followed, instinct and intuition harnessed, all carried out with professional dedication.

The partners in the firm have all been senior operating executives before becoming search professionals.  We can see the world through your eyes because we have been there ourselves.  We can make sense of corporate tea leaves and anticipate shifting priorities.  And we respond sensibly, without a glitch in the progress of the assignment.

The research we do to identify candidates is methodical, thorough and rigorous.  We record industry perceptions and social and legislative pressures affecting the recruitment process; we analyze organizational structures and secure compensation data and practice; we go beyond the limitations of in-house data bases; we leave no stone unturned to find and attract those candidates who, in the end, will make the quantum difference in the results of your business.

We are keenly aware that it is the interpretation of the results not the collection of data which sets the good search consulting practice apart from the merely ordinary ones.

Our candidates’ assessment goes beyond the interview and gut feel.  Short-listed candidate interviews are structured and challenging.  We look for skills as a manager and vision as a leader.  Our comparisons of finalists are tested against reference comments from not only superiors, but also peers and subordinates.  We believe it is our responsibility to provide the information required so that our client can make the most informed hiring decision possible.  Our mandate is not only to increase the likelihood of success in the position for the new executive but also to reduce, as much as possible, the risks associated with the hiring decision.