As a boutique firm we are nimble enough to adopt our search process to meet the objectives and resource requirements of our individual clients.  A typical retained executive search assignment would follow the steps as outlined below:

1. Develop An Understanding

We seek to gain a solid understanding of our client's business through three areas of on-site research:

• Direct dialogue with key management team and/or board members (via face-to-face meetings, phone conversations, and e-mails).
• Direct dialogue and interaction with key physicians involved in the process as well as top notch physicians who have developed leadership roles within the community.
• Direct on-site evaluation of the community through tours, the chamber of commerce, and real estate professionals.

We want to have a broad perspective of your business and its direction, as well as your overall structure and culture.

Deliverable: Consultation on your needs, partner relationship

2. Detail Your Healthcare Needs

From initial conversations and our client review, we outline our understanding of the key responsibilities and requirements for one or more healthcare positions. This ensures that we are on the “same page” as our clients. In addition, we adjoin this information with essential material on the local community, fellow colleagues in the area, as well as the financial aspects of the opportunity. We distribute all of this in a formatted presentation that is easily deliverable by email or mail to candidates.

Deliverable: Executive Summary for clients and a Digital Prospectus for candidates

3. Identify Targets

To expedite the search process, we work around probabilities. Normally, we search for the "best-all-around" type of candidate; however, depending on a client’s individual needs, we have the capacity to focus our search to specific demographic sectors, well-regarded medical schools, or geographic locales known for developing high-impact leadership talent.

Deliverable: Target list

4. Candidate Sourcing

We take a unique approach to sourcing candidates by utilizing every possible avenue available.

• Aggressive cold calling from the industry’s most comprehensive database
• Networking at conventions with associations and leaders in each field
• Extensive proprietary database of active candidates
• Custom direct mail advertising campaigns for each opportunity
• Public speaking engagements with training programs
• Web based advertising of each opportunity
• Medical journal advertising
• Custom email campaigns

Deliverable: Candidates throughout the process

5. Present Candidates

In this "seller's market," the most highly sought after talent often has multiple opportunities, so speed is imperative. Our intent is to present, early in the process, a number of qualified candidates that have indicated an initial interest in a specific opportunity with our client's organization. We may recommend processing the candidates "serially" (as opposed to concurrently) to land the ideal candidate.

Deliverable: Candidate CV’s/Resumes (based on information provided to us by each candidate)

6. Conduct Candidate Screenings

Through detailed phone interviews and in-person or video interviews, we provide a detailed assessment of each candidate's potential fit within the requirements of the specific position as well as within our client's organization as a whole.

Deliverable: Biographical & Interview summaries

7. Coordinate Interviews

We plan and schedule meetings between our client's key decision-makers and leading candidates. In conjunction, we schedule visits with real estate professionals, plan entertainment for the visit, and arrange accommodations.  We also typically conduct a debriefing with both the client and candidate after each discussion.

Deliverable: Candidate interview schedules

8. Conduct References & Background Checks

We rely on information provided to us by individuals who are or have been in positions to evaluate the potential successful candidate's qualifications and performance. Additionally, we conduct interviews with various references on each candidate. In turn, we utilize background checks with a search of disciplinary actions taken by federal agencies as well as those taken by licensing and certification agencies in all 50 states. This sanction information is reported as taken by the OIG, the GSA, and other federal agencies. The information reported at this level meets the government's minimum requirements for sanction screening as set forth in the OIG's Compliance Program Guidance.

Deliverable: Formal references & background checks

9. Assist in Negotiations

On our client's behalf, we anticipate functioning as a sounding board for both our client as well as the prospective candidate. Our intent is to facilitate the compensation discussions our client would initiate with the candidate. The ultimate decision to pursue and/or hire a specific individual rests with our client - our role is purely as an intermediary.

Deliverable: Successful candidate with an initial start-date