RPO Model

Assessment, Characterization, and Finalization

• Querying Sources

  We leverage our own resources and social/professional networks to obtain candidate referrals and calibrations.

  Sources can encompass CxO level leadership groups, professional associations, and other influential organizations.

  Potential candidates who meet the job requirements are added to the preliminary list of prospects.

• Qualifying Prospects

  The search team reaches out to potential candidates to assess if they fulfill the essential criteria for the role and strives to gather insights into the candidates' intrinsic motivations and career goals — we identify what factors might encourage the candidate to transition to a different company or role.

  The search team reviews the roster of qualified and driven candidates to decide if further investigation is necessary or if it is appropriate to commence the comprehensive interview process.

• Interviewing and Pre-referencing

  The recruiter conducts thorough interviews and assessments of the leading candidates during an in-depth consultation that explores their career backgrounds. We assess each candidate in relation to the job requirements through comprehensive, face-to-face or video interviews. We prioritize maintaining candidate confidentiality and make a concerted effort to pre-reference candidates whenever feasible to confirm their previous performance metrics and critical technical or functional abilities. For those who do not meet the criteria, we ensure to respectfully conclude the process for them.

• Candidate Profiling

  For the candidates we present to the client, we create a detailed written profile. This comprehensive report outlines the candidate's educational background, honors, career history, proven successes, achievements, and awards. Additionally, we include an analysis and evaluation of the candidate's strengths and weaknesses, as well as their fit for the role. The report emphasizes the key motivators, concerns, and specific factors essential for successfully securing the candidate.

• Introducing client/candidates and Tracking Progress

  We conduct regular progressive interviews with clients, hiring managers, and decision-makers to present candidates. By collaborating closely with the client, we narrow down the list to a selection of 3 to 6 qualified candidates for the client to meet.

• Scheduling Client Interviews

  Meetings and interviews between clients and candidates are arranged for a more in-depth assessment of both sides concerning the job requirements. This process aims to narrow the selection to two or three finalists. Candidates who are not selected are respectfully informed of their status.

• Reference Checks

  The recruiter verifies the candidate's references by reaching out to reliable referees, utilizing the trusted contacts provided by the candidate, along with other resources accessible to our firm. The team is committed to maintaining discretion and confidentiality. Employment history verification, criminal/background checks, and academic credential assessments are sometimes conducted by us, and often by third-party services when required, at an associated cost.

• Extending the Offer

  Once the final candidate is meticulously selected, the recruiter collaborates closely with both the client and the candidate to present the offer and negotiate a mutually acceptable package for a successful placement.

• Offering the candidate and closing the search

  The search team finalizes the process once the chosen executive accepts the offer and agrees to commence employment on the mutually established start date.

  We offer our support in situations that require assistance with relocations, work visas, immigration, and taxation issues, among others.

  Subsequently, we conclude the engagement by thanking all parties involved for the successful completion of the search assignment.