Original research is the hallmark of our approach to executive search.

We begin each new assignment with a rigorous analysis of the client, its industry, its posture and its strategy. We also try to identify issues that may make the position a risky career opportunity, so that we can anticipate and preempt prospect objections to recruitment. In consultation with the client, we draft a position specification that sets forth parameters for the search.

We then compile a list of "target" organizations, where the best prospects for the position are likely to be found. The individual prospects whom we identify within each such target are rarely job seekers. More typically, they are successfully and securely employed in a role that is relevant to our client's hiring need. Such people are unlikely to respond to advertising or other "passive" recruiting techniques, but they often will listen to a direct approach from us.

Before we actually contact a prospect, we first confirm, through confidential conversations with informed third parties, the prospect's qualifications and suitability for the position. Most search firms have abandoned this painstaking practice, but we consider it fundamental to effective search execution: there is no better method for validating a prospect's claimed competencies. We then conduct an extensive face-to-face interview with each qualified and interested candidate. (We often use videoconferencing to expedite this evaluation.) Finally, we verify the candidate's academic credentials and past employment history before presenting him or her to the client. We also check references before the client makes a formal offer of employment, and we can assist in formulating and negotiating the terms of the offer.

A senior consultant performs every phase of our search process, including initial contacts with sources and qualified prospects. This practice ensures that we consistently deliver the client's recruiting message with nuance and sophistication.

Our small client roster raises few "off-limits" conflicts. We disclose to potential clients the identity of every organization with which we have an off-limits agreement. That way, our clients know to what extent, if any, we are prevented from contacting and recruiting the best talent for their position. Since we are unconstrained by the business models of our international, multi-office competitors, we can offer clients flexibility in our fee arrangements. We can also guaranty each client, no matter how small, the full priority attention of our senior consultants.

As a minority and woman-owned firm, we take particular pride in our ability to produce a diverse slate of superbly qualified candidates for each of our assignments.