Probus Executive Searcha refreshing approach to executive recruitment

Help and Advice for Clients

Our Process For Clients

This is a general description of the recruiting and hiring process that we have found to be successful over the last 20 years of working as external Executive Recruiters.

Working with the Client to gather the Job Description/Requirements:

  • An in-depth discussion with the hiring manager (approximately 1 hour)
  • Understand corporate objectives and how the position fits within these objectives
  • Discuss overall business, products and key strategic issues
  • Define position projects, management responsibilities and day-to-day activities
  • Define position impact with peers, management and staff
  • Understand revenue, profitability, growth and employment, present and future
  • Understand corporate culture to assess proper fit
  • Assist with writing the job description if requested
  • Schedule an onsite meeting if the client is new to us: face-to-face meetings with the hiring manager and other appropriate staff members are critical for enabling us to assess personality types that fit the company culture

Research prior to recruiting

  • Discuss the position internally to assess the viability of currently available candidates
  • Run a thorough database query and analyze results
  • Review company P/L and balance sheet if available
  • Research corporate history, key executives and product history
  • Research any technology that is unfamiliar
  • Gain a thorough understanding of company culture

Recruiting and developing candidates

  • Interviews for each candidate considered are about 1 to 1.5 hours
  • Follow-up discussions are conducted to address any additional questions
  • Candidates are interviewed based on the criteria outlined in the job description as well as understanding their business acumen and personal motivation, compensation and career objectives
  • A complete description of the position is discussed including: corporate organizational chart, managers' background, corporate history, products, company goals/objectives, overall strategy, position projects/responsibilities, etc.
  • If a candidate does not come to as a direct referral from someone known to us, we will endeavor to secure a confidential reference on the candidate.

Presenting candidates

  • After identifying one or two potential candidates, whom we have met and referenced, we recommend that our client interview these people immediately instead of waiting to develop a slate of five or six.
  • This helps to further define the role and to determine that we are all on the same page.
  • Our goal is to identify two or three finalists in the shortest time possible.

Handle all scheduling

  • This is a key component as it maintains very frequent contact with both the candidate and the hiring manager which allows continuous assessment and addresses key concerns immediately.

Prep candidates

  • A 30 minute conversation with a complete review of the itinerary, the participants' backgrounds and history with the company and answering any questions.

Debrief candidates and clients

  • A thorough debriefing of both candidate and client after each round of interviews further enables us to assure that all parties involved maintain alignment throughout the process.

Candidate selection/offer

  • Negotiate the compensation package
  • Provide a list of appropriate references to be checked by client or by us if requested
  • Extend offer: most clients prefer to make verbal face-to-face offers, followed by a written offer as the most positive way to launch a new business relationship.
  • Manage paperwork flow, offer signing, start date, etc.

Following the placement

  • Maintain contact with both the client and the candidate to ensure a smooth transition
Recruitment Services
  • Retained Search for very senior financial executives
  • Contingent Search for senior financial management positions
  • Retained Search for IT executives
  • Contingent Search for senior IT management positions and senior individual contributor IT positions
Transition Coaching
  • Transition Coaching
  • Career Coaching
  • Development Coaching
  • Conflict Coaching
  • Exit Coaching
  • Life Coaching
External Resources
Probus Executive Search external links

Probus Executive Search
is a permanent placement firm serving the financial and IT executive search needs of the Silicon Valley Area.