The Search Process
Once an agreement has been formalized, the Breckenridge Partners team responsible for the assignment meets with the client to learn about the organization in-depth. As a matter of course, we like to meet with the individuals who will be interacting with the candidates, including peers, superiors, and subordinates. This allows us to understand each person’s unique background and personality. Management style, company culture and chemistry will ultimately be the pivotal factors in finding a match with the client's needs. Therefore, it is important for us to be able to articulate these points so that we can select candidates who most closely complement the organization.
Following the initial discussions, we develop, with the client, a position description that defines the position in the context of the total organization and its objectives. The position description will include the scope of responsibilities and specific qualifications desired, including experience and education, personal characteristics, short and long range company goals and any additional requirements.
Our recruiting process begins with extensive research to canvas the marketplace thoroughly. Using resources such as our extensive proprietary database, instant internet access to a broad range of industry research resources, a well-stocked research library and numerous market place contacts, we compile a list of potential candidates to personally contact regarding the opportunity. Once the list of prospects has been compiled, we begin the process of sourcing. The "presentation" of the position, the company’s culture and growth potential is a very critical process. We are very diligent and cognizant of presenting the opportunity in the most favorable light and in the most knowledgeable and professional manner possible. After considering the viability and interest of each prospect, we conduct initial face-to-face interviews with the strongest individuals prior to presenting them to our client.
Upon completion of our interview process, we generally present three to five candidates. Ideally, the client company should interview these candidates within a two-week period. We coordinate the entire interviewing process, making all the arrangements in order to facilitate the process for all parties involved.
Following the company’s decision on the finalist candidate, we assist in negotiations and provide counsel in the offer of employment and structure of the compensation package. We also provide counsel to the candidates not selected.
After offer acceptance, our consultants remain in constant contact with the successful candidate in order to alleviate any pressures he/she may be subjected to by the present employer, business colleagues or friends. This time period is very critical in today’s marketplace with the pressures companies have to retain top-flight talent. In addition, we will maintain communication once the successful candidate has started with their new employer. At times, adjustments to new positions are more difficult than anticipated, and this contact helps make the transition period smooth.
We generally conclude our services on the search approximately six to twelve months after the candidate has begun employment with the client company and after assuring client satisfaction with the results.