Our Process

How often do you hear the best organizations point to their processes as a building block of their consistent success? As a Sanford Rose office, a Top Ten ranked network of independently-owned executive search firms, we follow a process that gives us that same consistent edge.

Profile the Position:

Meet with the hiring-manager and leadership team to fully grasp the key must-have experiences and accomplishments, and identify other skill sets sought in the ideal candidate.

Access Databases:

Source relevant candidates. Utilize the best in recruitment software tools and executive and professional databases (Ohio, Midwest, US, Global) to identify and reach out to qualified passive candidates. Use social media platforms to access additional candidates, as well as to promote the position, and maximize job-relevant websites to access the best talent within the client’s industry.

Screen Candidates:

Review on-line profiles and resumes; evaluate the candidate’s full social media footprint. Contact and phone-screen qualified candidates to build interest, verify qualifications, and determine suitability for the position. The secrets to sourcing and recruiting top talent link closely with three steps taken in the Screening step of the process:

1. Assessing the candidate’s profile with criteria established in the Profiling step;
2. High-expectation questioning of the candidate to intrigue them to consider the position and verify their achievements
3. Detailed reference checking and follow-up conversations with interested candidates.

Summarize Candidate Profile:

Summarize candidate profiles including reference information obtained that verifies skills and culture fit, provide reference contact information, and administer any testing as requested.

Progress Report to the Client:

Review regularly, at least weekly, with the hiring manager to update the search status, and review submitted candidates involved in the interviewing process.

Face-to-face Interviews:

Coordinate interviews with the designated interviewer parties, most often conducted first by phone or skype, and for final candidates, via the web or in person.

Offer Negotiation:

Develop the offer letter details; work with the hiring manager to extend the job offer, negotiate acceptance, prepare candidate for acceptance of the offer, and establish a start date.

Follow-up to Hire:

Stay in contact with the new hire for the first year to support a productive and engaged new hire.