The time from the initiation of a search engagement (Start Date or “SD”) to the time an offer is made and accepted by a candidate, is typically 90 days or 12 weeks. This aggressive timeline can only be achieved if there is a true partnership between Client Company and The Carter Group. The Three C’s: Commitment, Candor and Communication must be in place throughout: we all must be committed to the same goals and outcome; there must be complete candor with respect to the position, potential challenges/issues, as well as feedback and concerns need to be directly addressed; and communications between the hiring executive and Principal must be unfiltered and ongoing. Furthermore, assuming there is a true Partnership and the other caveats are in place, since the Principals at The Carter Group do not delegate important Client-candidate steps to others, we achieve the following milestones in the time indicated on the Milestones Diagram:

  • First 2 Two Weeks: Creation and approval of Position Profile and other key Recruitment tools/documents; initiation of targeted research of our databases; initiation of calls to candidates and referral sources.

 

  • Two-Four Weeks: “Calibration Call” with Calibration Candidates; Identify Potential Candidates and Action items from Calibration Call; Make Modifications (if necessary) to Search Approach and/or Documentation; Continue to contact and Assess Candidates; Carter Group meets Candidates face-to-face.

 

  • Four-Six Weeks: Present Final Slate of Candidates; Client screens selected candidates; Select Finalist Candidates; Schedule and Prepare for Onsite Interviews.

 

  • Six-Eight Weeks: Client-Candidate interviews (continued); Lead Candidate(s) Identified; Contingency Plans established; Second Round of interviews for Lead Candidate(s)

 

  • Eight Weeks+: Review Potential Offer (Consultant and Company); Test Verbal Offer with Lead Candidate; Obtain References; Make Formal Offer (Client to Candidate); Offer Acceptance; Reference and Background Checks; Continuous Contact with Client & Candidate; Keep Contingencies in Play; Lead Candidate Acceptance – establish Start Date, etc; Regret/Release Other Candidates; Transition Coaching; Continuous Contact with Client & Candidate before Date of Hire; Follow Up with Client and Candidate periodically post placement.

There is not only a War for Top-Tier Talent, but the cost of not hiring the “right” fit can cost a Company or Program substantial delays in commercializing a blockbuster compound or in missed opportunity costs or have other substantial, financial repercussions….do you want to engage the Principals at The Carter Group for that Critical, Next Hire or do you want to go with another, less-experienced alternative?