Retained Search process

1. Need Assessment
Working as a team in a collaborative effort with the client, we analyze the company's needs to determine the required set of skills, define the required experience and acquire an understanding of organizational relationships to identify an ideal candidate. In order to accomplish this necessary analysis, we usually meet with the senior leadership of the organization and all personnel the candidate will report to.

2. Position Specification
After carefully assessing the client's organizational needs, we prepare a written position specification that outlines the responsibilities of the position and qualifications required of the ideal candidate. This specification guides our search efforts.

3. Research
The specification is promptly shared with a VSI Consultant with relevant industry and functional expertise. Simultaneously, our research team accesses our computer databases identifying individuals and corporations, to pinpoint sources and prospects. During this stage all of the necessary front and backend due diligence is performed.

4. Candidate Identification
An Associate supervising the research team, makes selective calls and sends target letters to sources and prospects. This will identify and interest qualified individuals. During this period, the Consultant reports progress frequently to the client.

5. Candidate Interview and Evaluation
The most qualified prospects are interviewed by the Consultant who evaluates each on the basis of experience credentials and potential fit with the client organization. This is a critical stage of the process that will develop a Best Qualified list.

6. Presentation of Candidates
Confidential written reports (Executive Summaries) are then submitted to the client, regarding the top three to five candidates who most closely fit the position specification and business flavor of the client's organization.

7. Candidate Interview
The Consultant schedules a mutually convenient meeting between the client and each candidate, makes travel arrangements, and handles reimbursement of travel expenses according to the search agreement. After each interview, the Consultant contacts both the client and the candidate for feedback.

8. Candidate Referencing
Once the client identifies a potential final candidate, the Consultant contacts individuals who are capable of providing insight about the candidate's qualifications. The collective comments made by these references are then submitted to the client in writing and personally discussed.

9. Completion of Search
As the search comes to a close, the Consultant can assist in the structuring of the compensation package if the client wishes. We also contact all those who have been helpful in the search, thanking them on behalf of the client. Once the successful candidate is in place, the Consultant who worked on the search is available to support the candidate's successful integration into the client's team.

10. Client/Candidate Follow-up
The Consultant will maintain contact with the newly hired candidate and monitor the progress on a quarterly basis within the first year.

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