The retained search is our principal activity, and with this service we assume complete responsibility for the identification and evaluation of candidates for employment. This service includes not only the recruitment of candidates who meet the qualifications determined necessary for successful job performance, but also a thorough interview of each final candidate and a background investigation to determine the appropriateness of technical and personal qualifications.

Prior to accepting a search assignment, we must meet with the principals involved in the process. Since we represent the client-company to prospective candidates, it is crucial that we have an intimate knowledge of the company’s history, the position and its responsibilities, and every element which will affect the successful candidate’s working environment.

While the unique characteristics of each search will determine timing and detailed procedures, the principal steps of the search process are as follows:

1. Position Description
   First of all, we will develop a Position Description of the basic responsibilities and duties of the position, its title, reporting relationships, and education and experience requisites to satisfactory performance. The Position Description will represent our message to the audience of potentially qualified candidates.
2. Identifying Prospective Candidates and Sources
   We will identify candidates through a planned program of research and direct contacts designed to locate the most talented and experienced individuals who, in many cases, may not be actively seeking a position. We utilize this approach because the market for the most qualified individuals possessing the required skills is always limited. The individuals must be identified, contacted and then developed as candidates.
3. Searching For and Seeking Out Candidates
   Using information gathered in the research phase, we will contact prospective candidates to describe the opportunity available so as to determine their level of interest. Our approach is such that, if the individual is not interested or qualified, we solicit his/her aid in identifying additional candidates. Throughout this process, we will preserve the highest possible degree of confidentiality.
4. Interviewing
   Telephone Screening – The first interview is conducted by telephone. This contributes to the efficiency of a search engagement by enabling us to avoid time-consuming correspondence, travel, and personal meetings relative to prospects who are not qualified or have no interest in the position. We request a resume or develop other background information to assist us in determining who will receive a personal interview.
   Personal Interviewing – Those individuals who appear to be both interested in and qualified for the position will receive a personal interview. It is our policy to interview all qualified candidates without regard to gender, age, race, religion, national origin, or disability. For each candidate, our objective in this phase is to evaluate the following:
   • Work performance/track record
   • Education, training, and mental ability
   • Bearing and self-expression
   • Motivation and potential

   In this phase we will also respond as openly as possible to candidate inquiries, and, where appropriate, we will explain the next step of the evaluation process.

5. Reference Checking
   Reference checks will be conducted concerning the business history of each candidate to whom an offer of employment is to be made. This function’s principal objectives include:
   •  Verifying the candidate’s background experience and accomplishments.
   • Identifying any additional positive or negative factors affecting the individual’s qualifications for the position.
   • Obtaining informed opinions as to the candidate’s suitability as a future member of your management team.
6. Presentation of Candidates
   During the course of the search we will prepare written reports on the candidates we recommend as finalists and will then assist you in arranging your interviews of these final candidates.
7. Concluding the Engagement
   Once you have made the hiring decision, the next step is to reach an agreement on arrangements for employment. We are prepared to assist you in any advisory capacity in the final negotiations, as appropriate. After a candidate has accepted your offer we will remain in contact with that person until employment commences. We will also maintain contact with the new employee during his/her term of employment with you in the interest of making sure the new relationship is meeting everyone’s expectations.
8. Confidentiality
   We will maintain strict confidentiality with regard to any proprietary information provided to us during the course of this engagement.
9. Guarantee
   In the unlikely event that the successful candidate for a search leaves within one year of their start date, we will reinitiate a search for the same position and level of candidate as the original placement and credit to this effort all the fees paid on the original assignment, subject to the following conditions:
   • The placement’s departure is for cause, or the result of his or her inability to perform the responsibilities of the position as defined in the Position Description agreed to at the start of the assignment, or is the result of a discovery of a misrepresentation of his or her credentials; or
   • The placement resigns, unless the focus of the job has changed requiring an unanticipated relocation or the responsibilities or authority of the position are significantly different than represented at the time of hiring.