We have an outstanding track record in helping you identify and select your next Board Member, CEO and C -Suite with confidence by providing forensic advice, counsel, coaching and executive development to support best practices. We leverage best in class solutions to challenges and issues that arise from the recruitment and selection process.

A carefully planned and thoughtfully executed CEO and C-suite succession planning process offers more than just solving leadership transitions. It enables an organization to envision new growth opportunities and to realign and strengthen its human capital processes and systems. It’s estimated that better succession planning could help the large-cap U.S. equity market add a full point to the 4% to 5% annual gains that Wall Street projects for it. In other words, company valuations and investor returns would be 20% to 25% higher.

This involves conducting a comprehensive market and competitor analysis in each metro area, identifying the top firms for potential recruitment, developing a preliminary list of the top performers in the market, a preliminary analysis of compensation levels and trends, a market perception analysis and the key factors influencing candidates’ movement.

This involves the development of detailed profiles for each of the potential candidates, including primary feedback on each candidate’s market, organizational and client service reputation as well as push and pull factors regarding potential candidates’ level of interest and factors that would impede moving forward.

We reach out to each potential candidate under the strictest of guidelines to maintain confidentiality and conduct an initial interview with each to validate skills, interest, fit with role criteria, fit with client values, culture and organization, current compensation and actual willingness to consider a move.

Based on these preliminary discussions, we prepare a short list of candidates for the individual client interview (with the client Interview team), and we schedule these interviews. In addition, we prep each candidate for their interview in order to maximize the value of each of these sessions.

We remain very actively involved, especially during the first six months to ensure the maximum traction and engagement possible. Onboarding is crucial because it helps new employees quickly adjust to their roles, understand company culture, gain necessary knowledge and skills, and feel welcomed, which ultimately leads to increased employee engagement, productivity, and retention rates, benefiting both the individual and the organization by facilitating a smooth transition into the new job. Retention is critical within the first 90 days and the time when most candidates decide to stay or not in their current role.