Executive Search: Our Process

We believe our search process is one of the most thorough in the industry. While it may take more of your time and ours, we believe the resulting pay-off for both parties is worth it.  We rigorously engage in the following process for every search project.

Understanding Your Organization

Our first step in the search process is to develop a thorough understanding of your organization including:

Your Business

1. Products, customers and markets
2. Strategic direction
3. Current and future business challenges

Your Organization

1. Organizational structure
2. Functional and departmental relationships
3. Approach to Talent Management and career growth

Your Culture

1. Dominant value systems and beliefs
2. Communication and problem-solving approaches
3. Approach to decision-making
4. Organizational history and its impact on current culture

Understanding the Role

To help us identify the best fit for this role, we must thoroughly understand all the elements of the role itself – from what is driving the need for a new executive to understanding the challenges that person will face once in the role.

The Problem

Why is this search necessary?  What problem do we need to solve?

Internal Interactions & Relationships

1. Peer relationships to this role.  (e.g. Are there “challenging” personalities or dynamics with any of these individuals?  What skills are required to deal with those challenges? )
2. Direct Reports (e.g. Who are their direct reports?  Strengths? Weaknesses?  Challenges?)
3. Direct Manager (e.g. How does the hiring manager view this role?)
4. Global relationships
5. Interactions with subsidiaries and/or parent company

External Interactions & Relationships

1. Customers (e.g. Customer characteristics, Critical challenges)
2. Business Partners, suppliers, vendors

Understanding the Person (What is Required)

Once we have a detailed understanding of the role itself, we will then create a comprehensive picture of the ideal candidate including:

1. Domain and Industry Expertise
2. Leadership Skills
3. Interpersonal Skills
4. Experience & Education
5. Organizational Culture Background
6. Regional Expertise

Research and the Candidate Identification Process

Like most search firms, we have a significant database of executive contacts. However, we do not use our database as the main source for candidate identification. Rather, it serves as a support mechanism to our main sourcing process, which involves extensive research. We have found that our research methodology is far more expedient and accurate than combing through any single database - public or private. While this method takes a little longer on the front-end of the search process, it saves both in time and accuracy on the back-end of the process.

Interaction Throughout the Process

We believe a high level of interaction is critical to the success of any project and we engage in frequent interaction with both the client and candidates.

Multiple Conversations

Prior to meeting any candidate face-to-face, we will have had a minimum of 2 to 3 lengthy phone calls to reach a preliminary conclusion that he or she has the appropriate skills, cultural attributes and experience that fit the profile.  Additionally, in having these multiple conversations at the front-end of the process, we are able to monitor the candidate’s motivations and intentions thus reducing the chances of any surprises further on down the process.

Multiple Perspectives

At least two partners from Edison will have also talked to each candidate prior to an in-person meeting. By doing so, we are able to view the candidate from multiple perspectives and validate their motivations.

Client Interaction

The search process is just as much an organic process as it is strategic. At times, it may seem as if we are communicating to our client too much. However, as we talk to more and more people throughout the process and listen to their questions and feedback, we gain new insights and information that can impact the outcome of a search and it’s important that we share this information with you as it comes to us. In this way, we can ensure that we are adapting to the reality of what the marketplace is telling us.

Offer Process

We believe one of the greatest values we bring during the offer process is to provide objectivity, market expertise and guidance to both our client and the candidate. Our job is not to sell the offer to the candidate, nor is it to sell the candidate’s desires to the client. We serve our client best when we serve as a bridge of information and impartiality to both parties in order to help them reach a conclusion that works for all.

Integration

Our job doesn’t end at offer acceptance, nor does it end on the executive’s first day on the job. Research shows that the first 100 days of employment can “make or break” an employee’s chances of success, which is why we will work closely with your new executive to help them deal with any integration challenges and adjustments. Our role during this time is to offer objective guidance to the employee to help them integrate. At the same time, it allows us to give our clients a “heads-up” to any potential issues, so they can move to address them before they become problems.