We understand the urgency of getting a search done quickly - and the importance of presenting a slate of candidates who have the right skills, experience and cultural fit to make major contributions to your business. Here's the timeline we follow for a JB Homer search.

Step One: Within one week after the contract is signed, we provide a detailed position paper for your review, changes and sign off. An account manager is assigned to the search to oversee the day-to-day activity, reporting directly to the principal of our firm. Throughout the search, you will receive written weekly status updates outlining the progress of the search, including representative companies we are recruiting from and the market intelligence we have gained.

Step Two: As soon as we have approval on the position paper, we go to market. The team assigned to the search, in conjunction with our research department, reviews our proprietary database, develops a customized search plan and taps into our extensive network of industry contacts and relationships to create lists of sources and qualified candidates that match the position criteria. We also subscribe to several fee-based databases and numerous trade publications that provide additional ideas on potential candidates.

Step Three: Our research department will partner with the search team to identify candidates based on skill sets, cultural fit and interest level. If we feel there is a strong match, the candidate is interviewed by phone by the account manager and then the principal of our firm.

If we believe the candidate could qualify for the short list, we will meet with the individual in person. A candidate is not eligible to be included on a short list unless all the interviewers agree the candidate is indeed qualified for the role. Our proprietary assessment tool - the Dynamic Leadership Solution™ - helps ensure that we thoroughly understand a candidate's leadership strengths and motivation.

Step Four: We do a 360º reference check on each candidate - with a previous direct report, peer or internal client, as well as a direct report to the candidate. These references provide you with insight into why this candidate has been successful in the past and how they could add value to your organization.

Step Five: Within three to four weeks, we meet with you for a face-to-face, short list presentation of a minimum of three to six pre-screened, reference-checked candidates, with their resumes and our own write-ups on them. You will select the candidates you wish to meet - and we will coordinate all interviews between you and the candidates, providing you both with extensive background information. After each candidate is interviewed, we debrief them, give you their feedback and let the candidates know the next steps.

Step Six: Once the first short list is presented, we continue to provide a rolling list of pre-screened, reference-checked candidates until an offer of employment has been made and accepted. We will help write the offer with you - and resolve any issues that might arise, including relocation.

Step Seven: We will work with you and the new executive to smooth the on-boarding process for at least a year, staying in contact to ensure the new hire is fully integrated into the management team and is meeting your performance expectations.