The Search

The Executive Search Process

The successful executive search is tied to well conceived planning and research . . . and flawless execution. Our process entails the following six steps:

Step 1. Define the Position Scope and Responsibilities
We understand each search is unique and personal. Knowledge of the client and the client's company is critically important. We invest the time to conduct

in-depth, face-to-face discussions with appropriate members of your management team to develop a perspective into your organization, business strategy, and position responsibilities. Ultimately this enables us to gain an understanding of your corporate philosophy, history, evolution, current structure, and operations. We then develop a position description based on these discussions as well as our knowledge and experience. We will work closely with you to refine this description and ensure that it accurately reflects job qualifications, reporting relationships, and the desired management style.

Step 2. Conduct Research/Candidate Development
When we are confident we understand both the culture of the company and the client's needs, we begin the research/candidate development process. This is done by the creation and execution of an agreed-upon strategy, targeting specific market, and company requirements. This phase is crucial because it helps to generate a pool of potentially qualified candidates from a target list of companies whose operations would encompass activities similar to the requirements for the position. Clients count on us to quickly surface the highly qualified candidates, especially those who may be less than obvious.

Step 3. Assess Potential Candidates

Leland Partners, Inc., first conducts a preliminary telephone screening of potential candidates to determine qualifications and assess levels of interest. We then conduct systematic, in-depth interviews, and references. No stone is left unturned. The information we provide is complete, objective, and relevant. Helping clients avoid the wrong decision is as valuable as making the right decision. A candidate who is technically qualified but cannot fit into our client's culture is of little value.

Step 4. Candidate Presentations
We meet with you in person to discuss each of the candidates we are proposing for your further consideration. This presentation and subsequent discussion will focus on a comparison of each candidate to the requirements developed in Step 1, as well as additional insights gained through the interviewing and referencing process. Another critical component of this phase is the communication and counsel with candidates who are not selected.

Step 5. Managing the Interviewing and Offer Process
Leland Partners, Inc., will actively manage the entire interview process, ensuring timely scheduling of interviews, communicating with candidates, and providing feedback to all parties and assessing progress. We will play an active role throughout the offer stage, acting as an intermediary between you and the selected candidate, providing counsel and insight to both parties. While identifying and assessing candidates is critical, the final placement of the executive into the client's company is often the most challenging segment of an assignment. Our clients are extremely confident in the expertise we have developed in negotiating and bringing each search to a successful conclusion.

Step 6. Follow-Up and Process Review
At this point, our search process does not end. Follow-up with the client and the selected candidate continue for a minimum of one year after their hire to minimize the risks typically associated with joining a new company and culture. Just as importantly, in our quest to provide the best service possible, we will review the search and discuss ways in which to improve the process for all parties. This is a key element to improve the delivery of our product and to further personalize our service for future searches.


	[Home] [About Us] [The Search] [Biographies] [Contact Information]