![](\"https:\/\/sanfordrose.com\/cartergroup\/files\/2019\/05\/steps-3.png\" "\\"steps")
<\/span><\/div><\/div>Once we have an Executive Search Engagement Agreement in place between the Client Company\/Hiring Executive and our firm, we generally follow a sequence of key milestones\/events as depicted in diagram above (\u201cThe Steps We Take & Timeline\u201d). For any search engagement to have the desired outcome(s) all parties want to achieve, we believe that the \u201cThree C\u2019s are critical: Commitment, Candor, and Communications. We recommend there be a\u00a0weekly scheduled call<\/strong>\u00a0between Client and Firm from initiation to completion. This simplified diagram (above) is actually a distillation of the 50+ defined steps that we undertake within The Carter Group to ensure we have an efficient, consistent and thorough process that yields the desired outcome for all parties.<\/p>\n This is the most essential phase of the search engagement, since we must understand, not only our Clients\u2019 needs, as well as each and every culture.<\/p>\n Once we have a clear understanding of your needs\/requirements, we will send you a simple, easy to understand, two (2) \u2013 page Search Engagement Agreement for review and approval.<\/p>\n After we conduct a detailed meeting with the Client Company, as well as receive relevant internal documents, such as a \u201cJob Description\u201d, The Carter Group quickly integrates the needs and requirements into a comprehensive document called a \u201cPosition Profile\u201d, as well as works with our Clients to develop additional compelling information that will aid in the recruitment of \u201cpassive\u201d and highly sought after, top-tier candidates.<\/p>\n We use a wide variety of research tools, including our proprietary database, so that we can construct a targeted list of the most qualified potential candidates. However, regardless of the search tools and techniques employed, we have found that the most important and fundamental element is the quantity and quality of the candidate pool available for your position. At The Carter Group our commitment is to limit the number of clients in a given industry niche so that you are guaranteed access to 95% or more of the talent pool.<\/strong> Furthermore, we pledge to limit the number of search assignments we perform at given time so that your work will receive the focus and attention it requires and the Principals of The Carter Group do not delegate any of the critical recruitment activities to others.<\/strong><\/p>\n We believe that Process is of paramount importance in ensuring consistency, thoroughness\/rigor<\/strong> and that we present candidates who are truly top tier and who meet\/exceed our Clients\u2019 expectations.<\/p>\n We schedule and target a call or meeting with our Client approximately 2-3 weeks after search initiation to present an initial Calibration Call Slate<\/strong> of candidates to ensure that we are \u201con the right track\u201d. This is because, no matter how \u201cperfect\u201d the communications and information appear to be up to that point, we have found it important to \u201ctest the hypothesis\u201d by presenting \u201creal\u201d candidates (along with their resumes and other pertinent information) early in the process. Bottomline, we need to ensure that the Calibration Slate is in actual alignment with the Clients\u2019 expectations. If there are any \u201ctweaks\u201d or adjustments we need to make to the Position Profile or in other aspects associated with the search, we can do so at this time without unduly delaying the timeline. If there are one or more of the Calibration Slate of candidates who represent an excellent match and the Client wants to interview them, we will work with the relevant parties to schedule the Client \u2013 Candidate Interviews. In parallel, we will continue to engage and assess additional candidates and in 2-4 weeks post the Calibration Call, we present the Final Slate of Candidates for consideration (therefore, Presentation of Candidates is actually a two-step process).<\/p>\n Prior to presenting candidates to Clients, our Principals assess not only if the candidate is a good match for the opportunity, but also the candidate\u2019s motivation for making a change and if the candidate is genuinely interested in the opportunity. After we present the candidate to the client for consideration, we believe in \u201csweating the details\u201d with regard to the many steps and details associated with ensuring a successful placement.<\/p>\n<\/div> After the top candidate is selected and an offer of employment is imminent, we ensure that this lead candidate is fully committed to our client\u2019s opportunity, since \u201cA Players\u201d typically have several career pathway alternatives available, including possibly staying with their current employer. Therefore, it is imperative that the Client and search firm work together to ensure that not only the offer is presented effectively (and successfully), as well as having proper contingency plans in place and clearly defining the next steps. When is an employment offer is ready to be presented, we ensure that a large expectations gap does not exist and that the candidate\u2019s interest level has not waned. Normally, we present the offer verbally to the candidate and \u201ciron out any rough edges\u201d before a formal, written is made by the Client. During this sensitive and tenuous phase, we are in frequent contact with candidate and client so that any issue or concerns can be swiftly and delicately managed. We also provide guidance to the candidate (as well as Client) regarding counter-offers, start-dates, onboarding, resignation letters and other critical elements of the final stages of the search. Again, the Principals at The Carter Group do not delegate any of these critical interactions and activities to others\u2026..<\/strong><\/p>\n We work with the Client to ensure that reference and background checks are properly completed. Other critical steps we work with Client and candidate to address are:<\/p>\n Resignation can be a very stressful and harrowing experience for candidates. It is important that we coach and work with the candidate during this delicate period, especially since current employer counter-offers are commonplace in this \u201ccandidate driven\u201d environment.<\/p>\n Prior to the candidate\u2019s start date, during the early phase of employment, and for months after the candidate\u2019s date of hire, we find that it is important to follow-up with both the Client and the placed Candidate to ensure that things are progressing satisfactorily. It is important that an effective on-boarding program be established with the client and that if any \u201cissues\u201d surface, that they be dealt with swiftly.<\/p>\n We recommend that there always be contingency plans in place for any and all search engagements. At the appropriate time, The Carter Group will notify any other candidates who were in consideration for the Position \u2013 on behalf of the Client Company and our firm \u2013and, thank them for their interest, as well as tactfully and sensitively let them know that the position has been filled.<\/p>\n The timeline can vary, due to many variables; however, most of the delays ensue once we get into the client-candidate(s) interview stage, since it is often difficult to \u201cdovetail\u201d the busy and hectic schedules of the client interview team and those of a senior level candidate, particularly since most do not want to jeopardize their current employment relationship or performance. Therefore, we work with our clients to facilitate and streamline things as much as possible, without compromising the rigor and thoroughness of the selection process. Our average completion timeline is approximately 90 days from initiation until a candidate is selected and accepts an offer of employment.\u00a0 <\/strong><\/p>\n<\/div>The following is a description of the key steps\/milestones during \u201cThe Steps We Take\u201d:<\/h3>\n<\/div>
Understanding Client Needs<\/strong><\/h4>\n
Engagement (Client)<\/strong><\/h4>\n
Position Profile<\/strong><\/h4>\n
Candidate Identification and Engagement<\/strong><\/h4>\n
Apply Dimensional Search\u00ae<\/strong><\/h4>\n
Presentation of Candidates<\/strong><\/h4>\n
Interview Process and Debrief<\/strong><\/h4>\n
Test and Present Offer<\/strong><\/h4>\n
Reference\/Background Checks and Post Placement<\/strong><\/h4>\n
Resignation Consultation<\/strong><\/h4>\n
Post-Placement Follow Up<\/strong><\/h4>\n
Regretting\/Releasing Other Candidates<\/strong><\/h4>\n