Solicit input from client Search Committee/Board of Directors, and other key stakeholders, in-person/Zoom and/or via telephone conversations, to gain a full understanding of the role, responsibilities, “must have” qualifications, and experience required of the next Chief Executive Officer

Fully integrate key learnings, observations, insights, and desired outcomes from our Initial Client Meetings to develop the Comprehensive Search Strategy; the latter is shaped by observations and discussions during Initial Client Meetings; shared with client and once approved, begins our Research Phase, and precedes Early Calling Campaign

Make early contact (via phone, email, postings, etc.) with target audience, sources, prior placed candidates, clients, and leads to generate a long list of potential candidates

Emphasize “human connection” – don’t just rely on technology and postings

Source and recruit in excess of 20 – 25 potential candidates in order to deliver a Top 10 Slate to the Client; conduct preliminary Zoom interviews; those who pass these initial reviews will be in-person, if possible, behaviorally interviewed; incorporate and integrate any “internal candidates” as instructed and directed by the Search Committee/Board of Directors

Conduct face-to-face (if possible) behavioral 90-minute interviews for all relevant, pre-screened candidates

Candidates complete Candidate Qualification Questionnaires (CQQs)

Evaluate and assess each candidate’s interpersonal, management, and leadership style and other attributes to ensure fit and alignment with AC’s culture; respectively, it is presumed at this point that their technical and functional capabilities are impeccable; commence Informal Referencing of all candidates presented to Search Committee/Board of Directors; Informal referencing includes but is not limited to social media and reputation management screens to determine and/or assess the existence of “headline risks”

Prepare and present written Top 6 Candidate Resume, CQQs, and Summary Assessment Documents to Search Committee for 1st Round Interview consideration

Gain approval from Search Committee for interviews for each Candidate presented

Advise, guide, facilitate, and observe the Search Committee deliberations before, during, and after conducting Interview Rounds (1st & 2nd/Finalist Rounds)

Commence the Pre-Closing Process with Candidate Finalists – “Candidate 1A” and keep warm “Candidate 1B” – and convey findings to client and help client prepare a competitive, winning offer to “Candidate 1A”; reference both candidates concurrently including a reputation management screen

Using compensation parameters gleaned during Initial Client Meetings, convey written offer to “Candidate 1A”; keep “Candidate 1B” engaged and ready; using Pre-Closing insights along with Comprehensive Compensation Data, advise the Search Committee how to craft a “winning” haggle-free offer (Employ BroadView Talent Partners’ Proprietary Method)

Complete Reference Checks for both Candidate Finalists (ever mindful of the fact that the search does not end or close until an offer has been duly accepted and the contingencies have passed; Candidate 1B is always treated as legitimate player until the end of process

Manage offer acceptance and start date with applicable Candidate Finalist/Keep Alternate Candidate Finalist “warm” for time being

Ensure candidate does not give notice to current employer until AFTER all offer-related contingencies (including background check, references, drug test as applicable) have been duly cleared by Search Committee and BroadView Talent Partners

Work with ACto Draft Press Release and alert media

Debrief with AC’s Search Committee about results and outcomes of search

Partner with AC to design and execute a substantive and incisive “Ropes to Skip and Ropes to Know” 270-Day Candidate On-Boarding Plan

Follow-up with placed candidate on Days 30, 60, 90, 180 and 360 to ensure efficacy of on boarding and transition