The Process

At Charleston Partners, our mission is to create a partnership with our clients to deliver the best possible talent in the marketplace and to successfully fulfill their hiring objectives efficiently, without compromising on integrity or our impeccable attention to detail. During each stage of the process, we measure the accuracy and the speed of our progression. To accomplish this mission, we follow a thorough, proven and highly focused search strategy that includes:

1.	Define Recruiting Objectives / "Engagement Meeting" We view this exchange as the one of the integral components of the executive search assignment. It sets the tone for a strategic partnership by ensuring that we determine which candidates will be attracted to your Company and which ones will have the chemistry and capacity to excel within your unique environment. With a two-way sharing of information, we begin the process, in confidence, by identifying the priorities that characterize your Company's search assignment with key stakeholders via face-to-face meeting(s), telephone or videoconference(s), whichever is most convenient for you. Our thorough assessment includes an evaluation of the Company's corporate culture, location of the assignment and cross-cultural sensitivities as well as an in-depth discussion of why the vacancy exists, upward mobility, short- and long-term hiring needs, evaluating and describing the duties and functions to be performed, candidly defining business challenges and other potential difficulties associated with the assignment.
2.	Preparation of a Tailored Position Description Through mutual collaboration, we prepare a highly personalized position description. This profile provides our premier candidates with an in-depth view that highlights your organization, corporate culture, key responsibilities as well as technical and leadership competencies required for the position. The finalized position description is presented to you within five business days following the engagement meeting.
3.	Research and Sourcing Phase Concurrently, we work to develop and define a diverse mix of top candidates that closely matches the profile we have developed with you. We utilize targeted research, our extensive global human resources network, industry knowledge, and our influence and credibility in the global human resources community.
4.	Interviewing and Qualification Phase Once we have created our initial list of potential candidates, we spend a great deal of time speaking with, qualifying and referencing these candidates in order to determine compliance with the established assessment criteria. Our list is subsequently reduced and followed up by a comprehensive interview with each finalist. These interviews are conducted exclusively in person. Moreover, once the best-suited candidates are finalized, we complete our diligent referencing process before the ultimate list is presented to you. In seeking an appropriate candidate, we endeavor to go beyond checking references and paper credentials to give you confidence in the hiring process.
5.	Candidate Presentation Our final slate of candidates is presented to you for personal interviews, along with the candidate's resume and a comprehensive profile outlining each candidate's summary, background, strengths, compensation history and our recommendations. The presentation of the final slate of candidates typically occurs within 30-40 days of the engagement meeting.
6.	Offer Process After you have decided to extend a job offer, we work closely with you and the candidate to negotiate a mutually agreeable compensation package and start date. We also help set the stage for acceptance by reconciling any differences and participate in extending the job offer in order to ensure acceptance.
7.	Pre-Employment Process Once all reference checks and pre-employment requirements have been completed, we assist the candidate in the resignation process at his/her present employer. We also remain actively involved with both parties during the time in between an accepted offer and the formal start date, in order to facilitate a smooth transition. We also help you maintain a positive public relations posture, by formally thanking references and declined candidates for their role in the process.