We pride ourselves with the distinct understanding that hires do not occur in a vacuum. They are the direct result of our innate and intimate understanding of both parties’ needs and objectives joined with a well managed process. When executed with passion and excellence the result is the acquisition of talent or a career opportunity that would not otherwise be achieved. It is our responsibility with the utmost in honesty, ethics and integrity to deliver our services with an unwavering commitment to excellence.

Our Process:

Stage I

Week 1 (or prior to engagement)

Needs Assessment

• Define Positions, unique skills, key objectives, priorities, and challenges
• Explore target compensation in relation to market place and risk reward of startup environment
• Discuss efficacy of relocation and package
• Develop milestones, reporting procedures and benchmarks to evaluate progress
• Agree to job description and target compensation

Stage II

Week 1 – 4

Determine Required Methodology and Execute Search

• Initiate search (unleash the resources) to uncover known and unknown candidates within the agreed industries and locations. With our deep network and international reach, candidates may come from competitor organizations or related industries. • Build and Maintain the cascade effect resulting in a critical mass of qualified candidates that are pinpointed to the need. There need not be unnecessary interviews. • Present and discuss initial candidates to confirm or refine search. • Pre-qualify selected candidates through known references.

Stage III

Week 4- 8

Active Process Management

• Thorough analysis of identified candidates to ensure long term viability elements have been met;
professional growth, financial growth, personal motivators for change, cultural fit,
comprehensive references directed to environment, skills and unique position requirements.
• Negotiate offer and acceptance through signed offer letter.
• Manage and guide resignation.
• Assist in relocation.

Stage IV

After Start for 12 - 24 weeks

The Unknown

• Follow up with both candidate and client to determine post hire performance and acclimation.

• Provide independent consulting to both parties to resolve questions or concerns prior to
escalation. “You can not fix or address what you do not know about”
• Manage and monitor the relationship to ensure all objectives are met.

“The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint to keep from meddling with them while they do it” …..Theodore Roosevelt