THE SEARCH PROCESS

Developing the Specifications. Our consultants gain  a  thorough  understanding of the
position  and  client  organization  by  meeting  with   the  hiring  executive, (Client).  The
understanding which includes a set of position specifications and compensation package
are then confirmed.

Targeting Candidates. Using   the  position  specifications  as  a  guide, our consultants
create a list from the firm’s data  base  where  qualified   candidates  fit  into  the  client’s
requirements. From this initial  list,  the consultants will then assemble an extensive list of
candidates, using personal and business networks.

Narrowing the Focus. Our consultants approach potential candidates with our client’s
unique  opportunity. Once  the  dialogue  is  established,   we  evaluate  the  candidate’s
accomplishments and style through a series of in-depth discussions.

Assessing the Match. When   a  good  match  is  attained  between a candidate and our
client, we meet face-to-face with the candidate to  further  assess   suitability. We  spend
considerable time becoming familiar with each candidate’s personal and career needs to
determine if our client’s opportunity is the right fit.

Endorsing the Candidates. A   ‘short-list’  of  candidates  is  then    sent   to   the client,
together   with   the   candidate’s    profiles.  These   includes   a     resume   summarizing
accomplishments,  compensation  information  and  a  thorough    comparison   of   each
candidate’s strengths  and  weaknesses  against  the   specifications  established  for  the
position. Only the most suited candidates are endorsed.

Conducting References. Prior to our client extending an offer, we discuss in depth with
references  who  have  first-hand   knowledge   of    the   final   candidate’s  professional
accomplishments and management style.

Negotiating the Offer. Clients frequently ask us to draft the offer letter and/or serve as
intermediary  during  potentially  sensitive  negotiations. We    assist   in   structuring  and
negotiating the offer, as well as designing incentive or deferred compensation plans. Our
consultant’s  experience  in  these  matters, as well as our understanding of each party’s
objectives and expectations, reduces the possibility of unexpected issues  arising   at  the
last minute.

Confidentiality. The     executive   search   shall   be   kept     confidential,    to   protect
client/candidate  identity,  until  such  time wherein the two parties will hold dialogue in a
pre-arranged meeting.

Maintaining Contact. Our   consultants  stay  in  touch  with the hiring executive and the
successful candidate, to ensure a smooth transition and the continued satisfaction of both
parties.