WHY SEARCH WORKS

When looking to hire a senior member of staff, it is imperative that the opportunity is presented to the very best candidates the market has to offer, whether the candidate is actively seeking new employment or not. We understand within the volatile High Tech market that there are many good people who are, through no fault of their own, unemployed or actively seeking alternative employment. However, search is designed as a way of providing access to very successful people who are not on the market, but who could be tempted by either fresh challenges or an exciting opportunity. It is by providing these candidates that we are able to add value to your business when looking to make key commercial hires.

To source these types of candidate requires a lot of skill, time and effort - our process is tailored in order that we are able to work in partnership with our clients and understand what it is that makes them attractive to prospective candidates.

Our work is built around having a clear, concise understanding of our clients business and delivering a tailored process which matches their requirements.

In terms of attracting candidates our process is two fold:-

We are able to draw upon a trusted network of senior contacts within the industry and will ask for their recommendations.

The second and biggest part of the process is proactive headhunting, which involves drawing up a highly targeted, far reaching search list which is the basis for our work. Our team of experienced researchers then expand and edit this list and begin the name gathering process (this is something they have done to great effect over a wide spectrum of roles). After our researchers have collected names (via head hunt and through the network) our consultants then take over the process and approach candidates directly, this is done outside of working hours and enables an initial qualification of suitable candidates. Following initial contact an extended telephone interview takes place and CVs are taken, from these CVs a long list of candidates (10-12) are interviewed specifically for our clients and the very best are offered as a shortlist (typically 3-4).

Following the above steps the client meets candidates from the short list who have been pre qualified and interviewed by ourselves, at this stage our role becomes one of candidate and offer management. We look to ensure that the process from the client's perspective is smooth and not overly time consuming and that all candidates are well prepared.