Employer Brand Assessment
Outside View
We approach the beginning of our assignment by adopting a potential candidate’s view in assessing your company. We review your Web site (what do you want people to know?); media sources (how does the media view you and your solutions?); and what industry insiders say about you (the whole truth – what real candidates ultimately see). We also look at your key competitors: understanding who you are up against helps us build a more balanced profile of your critical needs.

Inside View
We also learn about your company from an insider's perspective. We interview key executive team members, board members, investors, and an employee sampling about your past experiences, culture and corporate goals. We develop a full picture of both expectations and goals for the new executive.

We want to be certain that your brand and culture work for you during the talent acquisition process and that the candidate engagement process matches up with your brand so that all involved share an optimal experience. The information we gather throughout these first two process steps build the foundation for successful on-boarding of your new executive.

Search Strategy and Planning
During this phase, our team compiles research and produces a concise report on the intelligence gathered. During this phase, we work to identify potential disconnects and develop a plan to address these issues to ensure the long term success of your company and your new executive through the talent integration process. We generate a draft candidate specification profile and identify a target list of corporate sources. We also develop candidate screening questions specific to your key requirements. After a review of the information by your key team members, we generate the final candidate specification profile and screening questions. We agree on the number of candidates; your preferred interview process; and potential candidate assessment instruments. With your approval, we proceed to the search phase of the process.

Search Execution
As a result of well-targeted due diligence we are able to seek out strong prospective candidates and cut quickly to the chase of their experience and fit for your leadership team. We utilize phone interviews for initial screening and move to face-to-face interviews for the most attractive candidates. We present them a compelling view of your company based on the results of our employer brand and culture assessment and dig deep into their qualifications, experience and inner fiber.

Our team provides you with a slate of outstanding candidates and provides a matrix comparing client needs with candidate experience. Both quantitative and qualitative factors are addressed. At this stage, the candidates you are most interested in can participate in assessment instruments at your discretion. We will also perform an in-depth background and reference check. When the final choice is made we assist with compensation package negotiation and initial on-boarding logistics.

On-Boarding
Our 90 day on-boarding process is based on many of the same principals of Marshal Goldsmith's behavior-based coaching. Our process is designed to help successful executives become even more successful in their position by clarifying expectations among stakeholders in the first 90 days of a candidate’s tenure. By clarifying expectations early in the process, a foundation is created for ongoing leadership success. We also examine key internal relationships that will be critical to the acclimation and success of the new leader and coach new executives as they form critical relationships in their new position.

Frequently, the very behaviors that made us successful earlier in our career can become a detriment to success as we advance or change organizations. Our coaching nurtures the behaviors that made a leader successful while adjusting those aspects of his/her management style that may interfere with leadership effectiveness in the new company.

*Marshall Goldsmith is a world authority in helping leaders achieve positive, measurable changes in behavior for themselves, their people and their teams. He has worked with over 70 top CEOs and their management teams; Forbes named him as one of the five most-respected executive coaches; and the AMA named Marshall as one of 50 thinkers and business leaders who have most influenced the field of management over the last four decades.

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Employer Branding Services
Every company has an employer brand. The employer brand is essentially the reputation that is perceived by customers and current/potential employees of what it's like to work at a particular company. It is uniquely different than, but critically connected to, the customer brand. Every company has the opportunity to shape their employer brand and create a differentiated perception of their company to ultimately attract and retain the "right" talent to execute business strategies.