I. CLIENT MEETING
Initially, CSA will meet with the hiring manager and his/her H.R. representative partner to gain an understanding of the position and its key requirements. CSA will also obtain complete information regarding the organization, department, and function to aid in fully understanding the scope of the position to be filled. CSA may request additional interviews with others in the organization with whom the new employee would interact closely.
II. POSITION DESCRIPTION AND SEARCH AGREEMENT
CSA will compile a comprehensive Position Description that will give potential candidates a thorough understanding of the organization, department, and the specific job. It is important that this document is fully reviewed and approved by the client immediately upon receipt. At this time, CSA will also process a Search Agreement along with the initial invoice.
III. CANDIDATE IDENTIFICATION
Upon signature of the Search Agreement and approval of the Position Description, CSA will begin to identify potential candidates. This process includes both candidates known to the client as well as candidates who may become known to the client through other sources during the course of the agreement. CSA will have full responsibility for identifying and screening all potential candidates for the position (including any internal candidates). CSA’s computerized candidate retrieval system is a major aid in getting each search up and running quickly.
IV. PRE-SCREENING
Once potential candidates are identified by CSA, they are evaluated against the ideal candidate profile depicted in the Position Description, which includes the following:
V. CANDIDATE PRESENTATION
CSA will prepare the Candidate Evaluations for those potentially viable candidates interested in the opportunity with the client. These will be reviewed with the client prior to scheduling any initial client interviews. We will help coordinate interviews as appropriate and will follow up with the client and candidate after each interview.
VI. REFERENCES, OFFER, AND ACCEPTANCE
CSA will conduct a comprehensive reference audit for the finalist candidate prior to extending a firm job offer. CSA will then assist the client and finalist candidate through the negotiation, offer, and acceptance stages. CSA will keep in close contact with the candidate to ensure his/her transition into the client’s organization. As required by client or candidate, CSA will be available for continuous assistance.
VII. PROFESSIONAL FEES AND EXPENSES
Professional fees are negotiated with the client for each assignment we undertake. In most cases, consistent with the standards of the professional retained executive search industry, CSA’s fees for a retained search are 33 1/3% of the total first year’s cash compensation, including base salary and bonuses for each executive hired as a result of the search assignment. In addition, CSA is reimbursed for expenses such as travel, administrative, and support expenses (eg, telephone, postage, overnight mail, etc), videoconferencing, and restaurant and hotel charges during interviews.
It is CSA’s practice to bill the estimated fee in three equal installments on the 1st, 45th, and 90th day of the search. The final billing will incorporate any adjustments to the estimated fee based on actual compensation. If the search is not concluded prior to the payment of the final bill, CSA will continue the search to its conclusion and will continue to bill expenses monthly.
