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Our proven search process identifies and attracts highly qualified leaders and managers.

Recruiting talented leaders is one of the most critical and challenging business considerations for any organization. Attracting and hiring impact players who can drive a company’s success is a demanding, time-consuming and expensive process. We provide the experience, commitment and resources needed to make that process successful. We manage the search process from spec meeting to on-boarding, providing objective market insight and real-time consulting on issues that may impact the success of a search. Promoting and protecting your company’s brand and ensuring a positive candidate experience are embedded in everything we do for you.

How We Work TogetherSearch ProcessSearch InitiationSource and ScreenInterview and AssessCommunication PhilosophySearch Completion

“Selecting an executive search firm to partner with should be a positive experience that gives you confidence in anticipating a successful talent acquisition engagement.”

Selecting an executive search firm to partner with should be a positive experience that gives you confidence in anticipating a successful talent acquisition engagement. It should not be a challenging and frustrating experience, as is so often the case with retained search. At Sterling we have redefined the search experience to help ensure your total satisfaction in working with us now and in the future.

What you can expect as our client

Your Search Team
Your search team will be led by one of our two Principals who personally manage your search from start to finish, providing hands-on involvement in every aspect  of the process.  You will never be handed-off to a more junior associate. You can rely on us to demonstrate a shared sense of urgency in driving the search process to a successful completion as quickly as possible.

Search Expertise
The combination of our search experience, expert research and sourcing capabilities, and extensive industry networking, enables us to move quickly to identify and present qualified candidates.  You can generally expect to begin seeing qualified candidates within two to three weeks from the date we initiate a search. You can also count on our assistance in working with your internal staff to manage and expedite the interview process.

Candidate Assessment
We work closely with you to make sure that the best candidate is also the right candidate for the position, your culture and organization. We help your leadership team look beyond a candidate’s resume and ability to match up with a position profile. We provide an expert assessment and comparison of candidates based upon their professional competencies, cultural compatibility and future potential.

Consulting
Our in-depth understanding of your company, culture and business strategy help make us an extension of your talent acquisition efforts in the national marketplace. We provide valuable input regarding real-time market, industry, compensation, relocation and competitor data.

Search Fees
Our boutique structure and lower overhead enables us to provide you with significant value as your search partner. We offer flexible fee pricing, reduced rates on multiple search assignments and never charge for routine administrative expenses as larger search firms do.

“We ensure that you understand our search process from start to finish. This allows us to confirm expectations…”

We ensure that you understand our search process from start to finish. This allows us to confirm expectations and avoid surprises as your search progresses. You can expect continuous communication throughout the search and you can rely on a shared commitment to move the search process forward as quickly as possible. If and when issues arise, we will deal with them head-on and advise you as to what we believe to be the best course of action.

“We manage the search process from spec meeting to on-boarding, providing objective market insight and real-time consulting on issues that may impact the success of a search.”

We initiate the search process by meeting with you to gain a full understanding of the position.  We use that to prepare a comprehensive search spec that is shared with you and used throughout the search.

We confirm personal and professional competencies and cultural fit factors that are key to the candidate success profile. This includes agreed upon candidate screening criteria. We then identify any issues unique to the position or company that could impact the search process.

A targeted search strategy and research plan are developed and implemented.  We develop a marketing presentation designed to promote your position and brand and use it to engage and attract executive candidates. We focus on those not actively seeking a new career opportunity.

“In working with all prospects and candidates, whether they move forward in the process or not, we always strive to strengthen and protect our client’s reputation and brand. “

We create a Target Company List composed of competitors, related industry companies and other organizations. This is used as the foundation of our market intelligence, networking and candidate sourcing.

We identify candidates through an in-depth sourcing process that includes personal networks and contacts, professional associations, social media, industry experts and our internal contact database.

We utilize a multi-step screening process to assess and rank prospective candidates. After this, we interview each candidate in person or by videoconference or Skype.

We confirm a candidate’s interest level, availability, compensation details, relocation ability, non-compete agreement, and any other pertinent details. This ensures that only those candidates who have a serious interest and are within our target compensation range are presented.

In working with all prospects and candidates, whether they move forward in the process or not, we always strive to strengthen and protect our client’s reputation and brand.

“During this phase we…present recommended candidates as either a group or individually… based upon your preference.”

Two to three weeks into the sourcing and screening phase, we schedule a progress review call to discuss initial prospective candidate profiles and any emerging issues. This allows us to adjust or refine search criteria as necessary early on. We share direct and unfiltered market feedback with you at this time.

During this phase we complete our candidate screenings and interviews and present recommended candidates as either a group (typically 3 to 5) or individually based upon your preference.

Once we have selected candidates for on-site interviews, we work closely with you to coordinate interview schedules. Throughout the interview process, we discuss your feedback on candidates and provide direct, candidate feedback to you.

“Ongoing communication is essential to a successful search process.”

Ongoing communication is essential to a successful search process. We provide regularly scheduled updates and reporting to keep you informed of our progress and any issues or market feedback that we encounter. We also communicate regularly with our candidates. Keeping them engaged is critical to maintain their continued interest and belief in the quality of the search process. This ongoing dialogue also makes us aware of any other competing opportunities or offers.

“We assist you in structuring and deliveringthe offer package and manage this final critical step for you with minimal negotiation, to close the deal.”

After a final candidate is selected, we will conduct discreet reference checks and help facilitate your pre-employment verification process. We assist you in structuring and delivering the offer package and manage this final critical step for you with minimal negotiation, to close the deal.

We are actively involved in any relocation activity that may be necessary to help facilitate the smooth transition of the new hire and their family to your location.

We provide input and assistance with on-boarding your new hire and we follow up with you and the new hire over the first six months to ensure a smooth transition into their new role.

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