Narabacks offers an engaged concierge service that customizes the service offering to establish and align goals that create a true partnership with our clients. This allows us to provide industry-experienced dedicated resources who work exclusively on our clients assigned searches. A tailored and dedicated approach guarantees the necessary focus and effort needed to deliver top-performing candidates on time. Our Executive Search Consultants (ESCs) do not have to worry about building a sales pipeline of multiple (15+) client searches limiting their focus and effort. Our proven and successful engagement service offering delivers higher quality candidates in far less time than the “spray-and-pray” contingency model where delivering resumes is more important than delivering qualified candidates.
Kickoff
Your Executive Search Consultant is assigned and consults with the hiring executive and relevant stakeholders to discuss the requirements for the role. The consultations may include members of the senior executive team, peers and subordinates. These consultations enable the ESC team to gather important information about the requirements of the role. More importantly, the ESC witnesses first-hand the management style and corporate culture, which are essential to understanding what makes someone successful at the company.
Criteria
Your ESC drafts a description of the position, detailing its reporting relationships, responsibilities, and objectives. The candidate specification details core competencies, preferred experience, and soft skills — the personal qualities that sought in the ideal candidate. The document serves as a touchstone, defining all the requirements of the role, preventing searches from veering off course. Once the client approves the document, it is used as a marketing tool with candidates.
Strategy
Your ESC develops a strategy targeting companies most likely to yield a successful candidate, including the initial list of target companies. The strategy considers the level and scope of comparable roles as well as other key data points: office location, corporate culture, and each company’s ranking. Companies that are off-limits are also delineated — companies out of which the firm will not recruit due to sensitive client relationships or because the firm has client blockage.
Research
Using the strategy as a blueprint, your ESC conducts original research to identify and profile ideal candidates, mapping the reporting relationships and often building out org charts of target teams. Your ESC will query its own candidate database, proprietary information services, and social and professional networks, as well as Narabacks unique trade-craft for identifying and prequalify desired candidates.
Qualify
Using unique proven and successful methods and trade craft developed by Narabacks your dedicated ESC contacts prospective candidates to determine whether they meet the primary requirements of the role and gathers details on the candidate’s motivations — what it would take for that candidate to make a move to a new company. Your ESC reviews the list of qualified, interested prospects to determine whether more research is necessary or whether it is time to schedule in-depth interviews.
Interviewing
Your ESC interviews and evaluates top prospective candidates in a deep-dive interview that steps through the career history. The executive search partner evaluates the candidate against the candidate specification through in-depth, in-person or video-conference interviews. Taking great care not to jeopardize candidate confidentiality, your ESC pre-reference candidates whenever possible to verify past performance and essential soft skills. Those who are not a fit are notified directly by ESC and closed out.
Profile
For those candidates your ESC selects to present to the you, they prepare a written Candidate Profile, a report that details the candidate’s education, career history, honors, and awards as well as an analysis and appraisal of the candidate strengths and weaknesses and appropriateness for the position. The report also highlights any key motivators, issues, quantifiable statistics, and deal-making details essential to closing the candidate.
Present
The search firm presents candidates at regular progress meetings. Working closely with you, the list is refined to a slate of 3 to 5 strong contenders for the client to meet. Client-candidate meetings are then scheduled.
Schedule
Client interviews of the candidates are scheduled to winnow selection down the two or three finalists. Those that are eliminated notified directly and are closed out.
References
Your ESC checks the candidate’s references, contacting the contacts provided by the candidate as well as other sources and networks available. The team makes every effort to ensure discretion and confidentiality. Verification of employment and academic credentials is often performed by third-party services. It is the consultant’s responsibility to ensure that such checks have been conducted.
Offer
When a final candidate is selected, your ESC works closely with you and your candidate to position the offer with the candidate, and to negotiate a package that is agreeable to both parties.
Close
Your ESC “closes” the candidate when they accepts the offer, agreeing to the terms and to join the company then closes out the engagement by thanking those involved for a successful outcome.