Retained Executive Search
Mansfield & Associates is a client-driven organization that provides Executive Search and works as your Partner providing maximum hiring synergy. The key to our success over the last 20 years is our first-rate internal research which gives us the ability to locate the best talent available to complete your search needs.
How do we differ from other search firms?
- Quick response time and record breaking ability to fill searches
- Continuous client communication with supporting status reports
- Small boutique agility with large search firm experience
- Competitive cost structures tailored to your budget & needs giving you control
- 20 years of executive search experience within challenging geographical locations, state-of-the-art
technologies with hard to find talent, minority hiring, start-up and turn-around companies
A typical retained executive search assignment would follow the steps as outlined below:
Develop Understanding
We seek to gain a solid understanding of our client’s business through two areas of research:
- Direct dialogue with key management team and;
- Review of company literature, such as business plans, press releases and web-sites.
We want to have a broad perspective of our client’s business proposition, funding, and revenue model, as well as its culture.
Detail Executive Needs
From initial conversations and our client review, we outline our understanding of the key responsibilities and requirements of the position and help prepare a job description if one has not been created.
Identify Targets
To expedite the search process, we work around probabilities. We might be looking for a “best-all-around” type of candidate; other times, we narrow our search to specific industry sectors, well-regarded companies, or geographic locales known for developing high-impact leadership talent.
Present Candidates
In this “seller’s market”, the most highly sought after talent often has multiple opportunities, so speed is critical. Our intent is to present, early in the process, a number of qualified candidates who have indicated an initial interest in a specific opportunity with our client’s organization. We may recommend processing the candidates “serially” (as opposed to concurrently) to land the ideal candidate.
Coordinate Interviews
We plan and schedule meetings between our client’s key decision-makers and leading candidates. Also, we typically conduct a debriefing with both the client and candidate after each discussion.
Conduct References
We rely on information provided to us by individuals who are or have been in positions to evaluate the potential successful candidate’s qualifications and performance. In addition, we attempt to conduct degree checks to verify the candidate’s academic credentials.
Assist in Negotiations
On our client’s behalf, we anticipate functioning as a sounding board to both our client as well as the potential successful candidate. Our intent is to facilitate the compensation discussions our client would initiate with the candidate. The ultimate decision to pursue and/or hire a specific individual rests with our client – our role is purely as an intermediary. |
