Executive Search: Process

The search process is critical but results are more critical. We give our clients both.

Initial Consultation
The search consultant will meet with key members of the client’s internal search team. He/she reviews the organizational structure, collects necessary background information, discusses position requirements and expectations, and establishes the timing and procedures necessary for an effective working relationship.

Position Specification
The search consultant works closely with the client in developing a formal deliverable that describes the parameters of the position, establishing the professional qualifications and personal characteristics of the ideal candidate.

Recruiting
Our total industry involvement and specialized research capabilities allows a wide scan of candidate prospects who are identified through research, industry referrals and long standing industry relationships. Prospects are evaluated based on specific client company criteria, individual performance, record of accomplishment, and company experience, as well as overall leadership qualifications, personal compatibility, and culture match with our client. Candidates that emerge from this process are personally interviewed by the search consultant and are introduced to the client company along with formal assessment documentation.

Referencing & Closing
As finalists emerge, Cook Associates Executive Search will conduct formal references and confirm academic credentials. We assist our client in offer negotiations and related closing issues. Following the completion of the assignment, we remain in contact with the client and the candidate to ensure a smooth transition.

We seek to understand:

  • What are the main obstacles you are confronting?
  • How is your culture perceived?
  • What was the worst hire you made, and why did it go wrong?
  • What are the characteristics of successful executives in your company?
  • Which companies do you use to benchmark your executive talent?
  • Why are prospective candidates attracted to your organization?
  • What skills do you lack internally today, prompting you to look for these outside your organization?

 

What sets us apart is our ability to sell.

Research strategy and execution are critical, but in the end, the real difference in acquiring top executive talent is the ability of the search consultant to communicate the opportunity as if the client were presenting it. Our passion and sincerity make the difference when recruiting in a pool of passive and often indifferent candidates.