Our primary goal is to provide superior professional counsel to our clients. We are large enough to be professionally and technologically sophisticated, yet small enough to assure personal and intuitive involvement. Each search is tailored to meet the specific needs of the client. One of our seasoned consultants serves as lead consultant, attends meetings of the Search Committee, and provides professional and personal guidance in every phase of the search. All members of our professional and support staff support the lead consultant to assure the integrity of a comprehensive and professional process.

Phases of a Successful Search

DEFINITION OF THE OPPORTUNITY
Our goal is to assure that the best available candidate is selected. Recognizing the critical importance of fully understanding your concerns, we begin by meeting with you to develop and identify the criteria for the opportunity and to gain insight into the special nuances that make your institution unique. It is imperative that we be familiar with your history, present status, and plans for the future. Responsibilities of the new leader, along with experience, credentials, and personal traits for the ideal candidate are outlined. Board goals and expectations are defined. Search strategy, as well as prospective internal and external candidates, is discussed.

It is important that we develop a sound understanding of the culture unique to your institution. There are many prospects who meet the basic qualifications, yet would not be successful in your environment. We must be in a position to answer, effectively and honestly, questions that sophisticated prospects will ask.

IDENTIFICATION OF PROSPECTIVE CANDIDATES
After meeting with you and your constituencies, we create an initial contact list. This is accomplished through the use of our previous knowledge of your profession, extensive database research, and intelligent use of the telephone. By assertively communicating with these prospects and sources, we are able to develop a comprehensive pool of candidates.

In the process of identifying prospects, we go far beyond those leaders who are actively seeking a job change, although every prospect is considered. It is a fact that many prospective candidates do not normally explore opportunities unless a personal contact stimulates their interest.

EVALUATION
Normally your lead consultant meets personally with each candidate before committee interviews and provides a detailed evaluation for your consideration. This evaluation is based on our experience in interviewing literally thousands of professionals through the years. Credentials are verified and references are evaluated. The lead consultant is normally present when the committee conducts interviews with the candidates.

SELECTION
We coordinate interview schedules and serve as liaison in delicate negotiations. Close communication is maintained with the institution and the candidates being interviewed to ensure that each understands the other. Current market information is provided that enables you to be competitive, yet realistic. More comprehensive reference evaluations are conducted. A competent third party can be invaluable during this phase of the search.

TRANSITION
Once the successful candidate is in place, we follow up periodically during the first year to assure that a smooth transition is effected. Experience has shown that this is beneficial to both the institution and the individual.