Search Methodology

Evaluating company’s strength, growth, potential = attractiveness.
Evaluating Search requirements to determine if the Employer has a realistic understanding of Supply and Demand in the market.
Consulting the Employer on our Search Methodology and Process.
Confirming whether or not the Employer provides consultation with Hiring Managers. Confirming what typical timelines the Employer uses. Interview turnaround time.
Determining what value the Employer attaches to the ‘Top 20%’, or stars.

Approaching our existing connections and sourcing further connections.
Protecting the Employer’s image in the market.
Providing honest feedback (on the Employer’s reputation in the market) to the Employer.

Proactively mapping the market of source companies for the Search.
Directly approaching candidates in firms which may have recently entered the Japanese (or APAC) market.
Proactively ‘selling’ the Employer to suitable yet passive *stars.*
Phoning newly-identified ‘top-talent’ and arranging face-to-face screenings.

Managing expectations and communication during the interview process. Effectively communicating to the Employer the Candidate’s value to the Employer, and vice-versa.
Coaching the Candidate to ensure relevant career information is thoroughly presented during the interview process.
Coaching the Employer to properly attract our *stars.*
Managing and communicating timelines & deadlines.
Identifying and correcting any concerns or misunderstandings on the part of both the Candidate and Employer.

Reconfirming both sides’ (Employer’s and Candidate’s) expectations, concerns; effectively correcting any misunderstandings.
Arrangement of ‘Pre-Close’ meeting with Candidate to ensure that the candidate commits to joining the Employer, provided that minimum expectations are met or exceeded–preparing.
Candidate for possible counter-offers.
Consulting & advising Employer on the minimum package, benefits, and conditions needed to secure our top-talent.
Setting timely deadlines on offer letters and ensuring that no mistakes are made in the offer.
Consulting and closing both Employer and Candidate on start-date. After-placement follow-through consultation with Candidate in order to communicate any concerns or misunderstanding to the Employer so that they may be corrected.