Search Process

Leonard Pfeiffer & Company's executive search process is designed to produce a choice of accomplished, talented candidates. The process has been tested over and over again with proven results. However, our methodology can be modified to meet the particular needs and culture of each client.

We identify and recruit the best possible executives in a focused, timely, and confidential manner.

LEONARD PFEIFFER & COMPANY'S EXECUTIVE SEARCH PROCESS:

• Management Assessment: To build a 360° understanding of the organization that the final candidate will join, we build a thorough working knowledge of our client's organization and the opportunities/ priorities through research and consultation.
   
• Position Specification: The requirements of the position and the qualifications of the ideal candidate are compiled in a detailed, written Position Specification (job description). We use this document to attract prime executives to our client's organization.
   
• Customized Strategic Market Identification: Based on our client's short and long term strategic goals, we design and execute a customized search strategy with position spec in hand to recruit the best qualified candidates in the least amount of time.
   
• Candidate Identification: We approach the best executives and persuade them to look at the opportunity. We generate interest in our clients and their opportunity from senior executives who otherwise might not be interested or actively seeking employment. We actually 'headhunt'.
   
• Candidate Evaluation and Profiles: All candidates, including internal and external ones, are evaluated equally using behavioral interview techniques. To facilitate the selection process by the Search Committee, detailed profiles (resumes) are developed and are easy to review and cross-compare.
   
• Client / Candidate Interviews: We work hand-in-hand with our clients to structure every aspect of the meetings with the top candidates. Clients have told us that our client-candidate interview procedure is where our attention to detail separates us from the competition.
   
• Reference and Background Checks: Reference checking is a critical component of the decision process, particularly at the senior executive level. Prior to completing the offer of employment, we compile a confidential reference report from conversations with individuals (bosses, peers, and juniors) who are qualified to comment in depth and discreetly about the candidate. Verification of the final candidate's credit and criminal history and educational background are also suggested.
   
• Presentation of an Offer and Completion of the Assignment: We serve as an experienced intermediary to negotiate delicate details, resolve differences, determine exact compensation and complete the hire to everyone's satisfaction.
   
• Follow-Up: Although the recruiting process is complete when an offer is accepted, we will stay in touch with our client and the newly hired executive for at least 12 months thereafter to provide any assistance necessary during this critical adjustment period.

A more detailed explanation is available for potential clients.