We invest a significant amount of time upfront with our hiring managers to define and understand not only the job requirements, but also to understand the company culture and what long-term results the company needs from a particular individual.

We validate the search criteria and define the scope of the role, including the position’s critical duties and competencies.

The First Step: We work with your organization to develop clear and meaningful job requirements that honestly convey the position's specifications, including the experience, education and any credentials that may be required.

Our industry knowledge and perspective – based on years of prior search assignments – enable us to assist in defining the role, compensation range and competition for specific talent.

This involves probing questions as to where an organization is in their search process. We will ask the following questions, as well as others:

• Is this search a confidential search?
• Where are you in the search process?
• Why is the position available?
• What has been done so far?
• Have you looked internally?
• Are you running ads, using websites like Monster, or word of mouth? If so what has been your success rate?
• Have any offers been extended and turned down? If so why?
• How much money is it costing you to have this position vacant?
• How many individuals have you surfaced and where are you in this process? We will need a list of candidates seen and/or under consideration so that we do not waste valuable time with a candidate already surfaced.
• What is your desires time frame to have a person on board? (From this answer, we will outline the hiring process.)

We support equal opportunity and objectivity in our evaluations of qualified candidates. We will not discriminate on the basis of person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), physical disability or genetic information.