Qualifying, Profiling and Closing
Querying Sources

We utilize our own sources and social/professional network for candidate referrals and calibrations. Sources
may include CxO level leadership groups, professional associations and other significant groups. Prospective
candidates that match the requirements of the position are included to the initial list of prospects.

Qualifying Prospects

The search team approaches the prospective candidates to examine whether they meet the crucial requirements of the position and make efforts to obtain the details on the candidate’s underlying motivations and career aspirations — we determine what it would take the candidate to switch to a new company or a
new position. The search team evaluates the list of qualified and motivated prospects to conclude whether more research is required, or it is time to initiate the in-depth interviews.

Interviewing and Pre-referencing

The recruiter interviews and evaluates the top prospective aspirants in a deep-dive consultation that steps through the career history of the candidates. We evaluate the candidate against the job specification through detailed in-depth, in-person or video-conference interviews. We take great care not to jeopardize candidate confidentiality; we also take extra care to pre-reference candidates whenever possible to verify past performance KPI indicators and essential technical/functional skills. We close the loop for those who are not a fit and respectfully close out the process for them.

Candidate Profiling

The candidates we introduce to the client, we prepare a written candidate profile, a comprehensive report that details the candidate’s education, honours, previous career history, proven success and achievements and awards. We also provide an analysis and assessment of the candidate strengths/weaknesses and suitability for the position. The report highlights the key motivators, concerns, and deal-making specifics vital to closing the candidate.

Introducing client/candidates and Tracking Progress

We present candidates at regular progressive interviews with the clients, hiring managers and decision makers. Working diligently with the client, the list is refined to a slate of 3 to 6 strong candidates for the client to meet.

Scheduling Client Interviews

Client-candidate meetings/interviews are then scheduled for further evaluation of both parties with respect to the job specification. This is to winnow the selection down the two or three finalists. Those who are eliminated are closed out respectfully.

Reference Checks

The recruiter checks the candidate’s references from the trustworthy referees, contacting the contacts of trust provided by the candidate as well as other sources available to our firm. The team makes every effort to ensure discretion and confidentiality. Verification of the employment history, criminal/background check and academic credentials is at times executed by us and often third-party services as well where necessary at a cost.

Extending the Offer

As soon as the final candidate is carefully chosen, the recruiter works closely with the client as well as the candidate to position the offer with the candidate and to negotiate a package that is agreeable to both parties for a successful placement.

Offering the candidate and closing the search

The search team concludes the search when the selected executive accepts the offer, agreeing to join the company as per the mutually agreed start date. We do provide our assistance in the cases where necessary for the relocations, work visa and immigration, taxation matters etc. We then close out the engagement by expressing our gratitude to those involved for a successful outcome of the search assignment.

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