Client Services: Executive Level Searches

Process

LionSearch’s experience is that the most successful Executive level searches begin with mutual search firm and client agreement on clearly defined role responsibilities and expectations for the position being filled, then we can do what we are hired to do – deliver an exceptional pool of talented candidates, all of whom are qualified to meet those expectations.

Personal Commitment
Unlike many large retained search firms, LionSearch partners personally conduct all executive level technology searches for which LionSearch is hired.  Our clients benefit from our many years of local and national technology search experience, direct sourcing methods, contacts in the technology field, and honesty and integrity. Our partners will personally conduct interviews and reference checks, and our Clients receive the individualized expert focus that their highly important search deserves.

Fresh Perspective
LionSearch is a technology search firm, pure and simple. Our expertise is in technology, our contacts, organizations to which we belong, and our professional work experience is all technology related. Our clients have one thing in common - they enjoy our discreet, yet aggressive and successful approach to retained searches at the Director, Vice President, and CTO and CIO level.

Approach to the Search
Our success starts with understanding the client’s unique organization and how the role fits into the firm.  Then we work with our clients to define a detailed job description, expectations and/or goals for the near future, a compensation target range, and a clear reporting structure.

During the search we will:

  1. Facilitate a session with the Executive Management Team to establish consensus on the complete hiring criteria and profile.
  2. Conduct a professional, confidential, and thorough search of qualified candidates in the field. Our focus will be actively seeking out potentially qualified, yet passive candidates (those that are not actively seeking new employment).
  3. Consistently assess both internal (if applicable) and external candidates. This process includes evaluation of candidates’ written responses to criteria related questions, telephone interviews and face-to-face interviews.
  4. Prepare a review of qualifications on the top candidates and hire an outside national agency to conduct criminal, credit and educational verifications (the background check).
  5. Advise in developing the complete compensation package, including salary, benefits and relocation (if required).
  6. Develop, in consultation with the Executive Management Team, a plan to transition the Executive.