From the first needs assessment to a considered hiring decision. A process built around your business.
A considered search for the leadership your organisation needs next.
The search begins with a personal needs assessment. We discuss the position, the business context and the culture the successful person will join. Responsibilities matter, but so do the decisions the person will own and the working relationships they need to build.
Translate a position requirement into a focused view of the candidate market.
Useful research starts with a clear question: which backgrounds, experiences and geographic markets are relevant to this position? Agreeing these parameters early keeps the work focused and gives the hiring team a shared basis for discussion.
Make candidate conversations relevant to the responsibilities of the role.
Selection interviews should help both sides understand the opportunity. Begin with the decisions, relationships and expectations of the position, then identify the experiences that would be useful to explore in detail.
A connected process from the first needs assessment to the hiring decision.
Every assignment needs clarity about the brief, communication and decision responsibilities. A personal consultation establishes the starting point and gives the client a place to explain the priorities behind the hire.