step one: due diligence

AGREE ON STRATEGY & APPROACH
define position & CONDUCT culture assessment
  • Understand company and team workplace culture
  • Define open position responsibilities
  • Collaborate on ideal candidate profile, prioritizing desired skills and experience
  • Outline compensation guidelines
establish
CANDIDATE
profile
  • Meet with selection stakeholders and decision makers
  • Tour facility
  • Review/gather company literature
IDENTIFY TARGET COMPANIES FOR POTENTIAL CANDIDATES
  • Discuss direct competitors
  • Identify non-competing similar companies
  • Brainstorm "other" companies

step two: recruit

Contact & screen candidateS
  • Select research strategy
  • Mine extensive BMA network/database + external resources
  • Review resumes
  • Conduct phone or Skype assessments
  • Personally vet candidates via mutual connections
  • Report “market intelligence” to client
CONDUCT in-person interviews
  • Meet selected candidates
  • Conduct 1-2 hour interviews, often with more than one associate involved
  • Determine capability/fit/insures
  • Interview internal candidates (if applicable)
Early-in "Benchmark" candidate
  • Optional

step three: candidates

present 3 to 5 VETTED
high-potential candidates
  • Deliver consistently formatted candidate profiles / resumes
  • Provide verbal synopsis of each candidate; written upon request
schedule CLIENT 
interviews
  • Arrange for interviews on-site or in BMA offices
  • Arrange second interviews with executive staff
  • Book travel if needed/desired
MANAGE FINAL
SELECTION PROCESS
  • Conduct formal reference checks
  • Facilitate background check and/or psychologist assessment
  • Assist in the compensation negotiations

step four: hire/transition

ENSURE SELECTED CANDIDATE SUCCESSFULLY TRANSITIONS TO CLIENT
  • Coach through resignation
  • Counsel on exit strategy, how to manage through counter-offer or other pressure
  • Help candidate to mentally prepare for new opportunity
  • Act as communication link between client and candidate during transition
POST-HIRE SATISFACTION
FOLLOW-UP
  • Follow up with new hire
  • Provide new hire’s feedback to client to ensure continued mutual and long-term success
  • Conduct post-search “lessons learned” with client to prepare for future engagements