This model is considered apt for the key leadership roles/niche roles, and involve a higher level of sourcing (mapping & head-hunting), screening, and due diligence before a set of short-listed candidates is presented to the client interview panel for processing. In this model, our consultants develop a search strategy in consultation with our client, map industry/competition, use our referral network, and LinkedIn to reach out to “passive” candidates for the specific opportunity.

Our senior consultant(s) pre-qualify potential candidates through a detailed telephonic or face-to-face meeting and assess their interest in the specific opportunity, as well as “degree of fit” with the desired position requirements/attributes. The consultant doing this assessment would also offer a justification report for a short-listed candidate, including a possible gap analysis and key decision/motivation factors for looking at a change.