• Relationship-Building Framework:

  • Focus on building long-term relationships over transactional interactions
  • Keep in touch with candidates through career transitions
  • Maintain contact with past placements and clients
  • Provide value and advice even when there’s no immediate opportunity
  • Follow up with people who take jobs to maintain relationships

• Candidate Interview Methodology:

  • First call: 30-minute initial screening
  • Second call: 1-hour deep dive
  • Focus on asking “how” and “why” questions
  • Dig into challenges candidates have overcome
  • Listen intently and show genuine curiosity
  • Avoid interrupting (use double mute system)

• Executive Search Process:

  • Cover the entire market before presenting candidates
  • Focus on finding top 5 candidates globally for each role
  • Present comprehensive market data and analysis to clients
  • Create detailed reports showing:
    • Number of candidates contacted
    • Response rates
    • Reasons for disqualification
    • Market mapping data

• Communication Strategy:

  • Deliberate approach to tone and delivery
  • End questions on a downward note
  • Focus on listening more than talking
  • Maintain professional boundaries
  • Avoid overselling or making situations seem better than they are

• Expectation Management Framework:

  • Set clear expectations upfront with all parties
  • Focus on preventing surprises
  • Be honest about challenges and potential issues
  • Don’t hesitate to recommend against hiring if red flags appear
  • Provide candid feedback to both clients and candidates

• Business Development Approach:

  • Focus on excellent execution of current work
  • Build reputation through quality deliverables
  • Leverage referrals and word of mouth
  • Maintain high standards in candidate selection
  • Create content and share knowledge publicly

• Quality Control Process:

  • Thorough market coverage before presenting candidates
  • Regular client updates with data-driven reports
  • Careful documentation of all interactions
  • Track market feedback and compensation data
  • Maintain high standards for candidate qualification

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