The following is an outline of our executive search process.

1. Developing the position specifications

Our first step is to meet with key executives within your firm to fully understand the company and the position. Through these discussions, we gain a clear understanding of the reporting relationships, the responsibilities, and the expectations of both the company and the candidate. This is necessary to ensure that we recommend only those individuals who meet your expectations and “fit” into your company environment.

2. Developing the candidate specifications

We will develop a candidate specification to use as a guideline for the assignment. The specification will be as specific as possible, and we will ask you to approve the specification to ensure that we have accurately and completely identified the position, the personal characteristics, and the experience requirements needed for the successful candidate.

3. Beginning the search

We will next identify prospective candidates through evaluations of targeted companies, extensive utilization of research data, and contacts with knowledgeable executives who, by reason of their positions, are able to identify and evaluate potential candidates.

4. Candidate assessment

We will contact and appraise potential candidates through extensive personal telephone interviews and preliminary reference checking (if possible).

5. Introduction of the candidates

We will provide you with a phone update 3-4 weeks after you have approved the candidate specification, and then hold a review meeting with you in approximately 4-6 weeks to discuss our progress. At this stage, you will have a resume, candidate profile, and preliminary reference checking on each candidate presented.

Depending on your comfort with the candidates and the information presented, an L&J principal would then meet face-to-face with the candidates whom you feel have a good chance of success within your organization. Following those face-to-face meetings, we provide a very specific recommendation on each candidate whom we feel 'hits the mark'. Following this, the candidates meet with you and your colleagues at a mutually agreeable time.

6. Evaluation and selection

Assuming you are fully satisfied with one or more candidates, we will assist, as requested, in the evaluation and selection of the best qualified individual to meet your needs, and in determining the compensation requirements necessary to attract this individual.

7. Offer of employment

We will be available to both you (or the appropriate executive) and the candidate in a “behind-the-scenes” role, when the offer of employment is negotiated and extended.

8. Managing the transition

We will assist the candidate in preparing for the resignation process, including the appropriate responses to counter-offer efforts.

9. Follow-up

We will follow-up with you (or the appropriate executive) and the successful candidate after joining to help ensure a positive and mutually-beneficial long-term relationship.

We are eager to assist you on this very important assignment. With thanks, L&J Associates.