Outlined is our proven search process. CarterBaldwin uses a three-phase approach to executive search, ensuring that the final positive results can be measured and benchmarked at each stage of our search. Our highly successful methodology is consultative in nature and is designed to assure meaningful consideration of the most talented executives without specific regard to industry or function.

Phase One – Project Definition & Scope

CarterBaldwin and its client company establish a meeting with key individuals and the interviewing team to discuss their organizational structure, corporate culture and expectations for the position. At the initial meeting, we look for our clients to clearly communicate their expectations and needs of the position; highlighting the areas of opportunity for the prospective new hire. Together we outline any specific target companies or candidates our client would like us to pursue (or avoid). We also determine the timeline for the search process, establish which client team members will conduct first and second round interviews, and identify available time for interviewing for the selected slate of candidates. At this meeting we will address any anticipated challenges for the search, agree on the search strategy and create a position profile that will effectively convey the key criteria necessary to qualify as well as highlight what makes the role a compelling opportunity.

After our meeting, we initiate an extensive research process whereby we identify individuals who are qualified for the particular position. It is an inclusive process whereby individuals with relevant backgrounds, responsibilities and accomplishments are located and identified. Our target list will be developed based on the information we have gathered from our client, our research on the company’s competitors and our overall marketplace knowledge, which is derived from our more than 40 years of executive search experience.

Phase Two – Strategic Recruitment

Once we have our target list of candidates, we initiate the recruiting segment of your search, which consists of individually contacting each identified prospect, and in a persuasive manner, ask them to consider the opportunity at hand. Through each direct recruiting call we assess each candidate’s career background and skill set, learn about who they are in and out of the office, while working to pique their interest in our client’s opportunity. Through this process, we typically speak with more than 100 prospects, meet 20 to 30 of those face-to-face, and finally develop a final slate of at least 3 to 5 top candidates. Throughout the recruiting process, it must be recognized that equally qualified candidates may possess substantially differing levels of interest. We openly communicate levels of interest and concerns we uncover to our clients so that we can work together to determine the best course of action on each final candidate.

The recruiting phase is the longest part of the search process (typically 30-45 days) and therefore we regularly communicate with our client to assure them of our search progress. If requested, we offer a view of our target list and status reports at any time during our recruiting process. Upon completion of our interviewing, we present the final slate of candidates to our client partner. In this meeting we provide comprehensive candidate summary reports for each finalist, including degree and certification verification, along with a recommended course of action. We work directly with our client to arrange all interview schedules and coordinate logistics, including travel and hotel arrangements. Finally, after each interview, we debrief the client, providing feedback from the candidate concerning post-interview thoughts and impressions.

Phase Three – Selection & Assimilation of New Hire

Upon reaching the final interview stage, CarterBaldwin will conclude personal and business references for lead candidates, providing our client with a final candidate summary report with reference information, compensation data, candidate concerns and total compensation requirements. At this time we consult with our client and together determine how to best structure an offer that will be compelling to the primary candidate. Realizing that there are many facets to making a career change, we work directly with the candidate to fully communicate each aspect critical to understanding the offer; compensation, relocation, benefits, etc. We also assist the newly hired candidate through their resignation process, help them prepare for counter offer issues and facilitate their seamless integration into your organization. Throughout the final offer and acceptance phase, we will maintain regular contact with both the client and the candidate to ensure that any surprise issues are addressed promptly and resolved quickly.