We believe that human capital is an organization’s most valuable resource, and as a result, ensuring that the “right people” are selected to manage the enterprise can produce a significant competitive advantage. We help our clients achieve this advantage through the assessment, identification, and recruitment of “best in class” professionals.
We are committed to providing you with best in class candidates in a thorough, timely, and cost efficient manner. Our work ethic is infused with our passion for Excellence, Personalized Service and Integrity. Our success is measured by your satisfaction with the quality, timeliness, and overall value of our work.
Our approach to executive search is designed to meet your specific needs with the flexibility to change direction when necessary throughout the duration of the assignment. We execute our search assignments with a sense of urgency, and the attentiveness to detail that you would expect from a value-added business partner.
We are a generalist firm with industry experience in the following areas:
We have capacity and capability to conduct searches in an array of functional areas including:
1. Needs Assessment
a) Conduct a thorough needs assessment of the company and department/division to identify the technical skills and behavioral characteristics required in a successful candidate.
2. Search Strategy
b) Use a collaborative approach to develop a comprehensive recruiting strategy including the identification of potential target companies, alternative industries and previously identified internal and external candidates.
b) Develop a detailed client profile and position specification to effectively market the opportunity to candidates.
c) Conduct initial market research to confirm candidate profile specifications.
d) Maintain regular communications with client by way of telephone or written report until engagement is completed.
3. Research & Sourcing
a) Begin the recruiting process through the use of our internal database, professional networks and through direct sourcing and research.
4. Recruit and Interview
a) Phone screen and qualify candidates against job specifications, narrowing down the candidate pool to a manageable size.
b) Conduct weekly telephone or written progress reports to discuss search activity.
c) Perform in-depth, competency-based interviews to further narrow the slate of candidates.
d) Present short slate of candidates with a comprehensive written report on each.
5. References
a) Conduct thorough reference check and degree verification.
6. On Site Interview
a) Assist client with on-site interview process.
b) Provide detailed candidate evaluation packet, including resume, references, candidate profile and assessment, when needed.
c) Brief candidates for interview and assist with travel arrangements as needed.
7. Feedback
a) After each interview, drive the decision process by providing immediate feedback to both candidate and client.
8. Compensation & Offer
a) Assist both parties in negotiating a fair compensation and relocation package, if appropriate, by providing timely and accurate information to facilitate a smooth negotiation process that will lead to acceptance.
9. Relocation
a) Address any spousal/family issues early in the process. Arm family with real estate contact, relocation consultants, movers, and Chamber of Commerce information as appropriate, to help facilitate a smooth transition.
10. On-Boarding and Follow Up
a) Work with the Hiring Manager and with Human Resources as appropriate to ensure a smooth transition into your organization.
b) Maintain an on-going relationship with candidate and client to identify any problems or issues that might impact long term performance or fit.
Past clients like General Electric’s black belt program recognize the exceptional quality of past military officers and enlisted for their most key operations and management positions. We have exceptional reach into past military candidates with exceptional experience and credentials.
From start to finish, we are focused on results for your separated employees. We have perfected a process that dramatically reduces the search time for your separated employees. At every stage, they are guided and advised by highly skilled consultants. Regular check-ups on progress ensures that your separated employees are taking the most ideal approach to securing the best position and cultural fit to meet their needs.
Our 6-Step Outplacement System:
The CareerLeaper StrengthsCoach Step© provides separated employees with one-on-one coaching sessions. Our consultants are highly experienced business professionals with in-depth knowledge of specific job markets. Our consultant will help the separated employee set metrics to track both progress and success.
By the end of the first coaching session, the separated employee will have a clearer sense of what matters to them, a best approach to finding their next career, and a schedule of target dates on key deliverables such as resumes, cover letters, and reach out plans. Most are enthused by the creative ideas, range of options available, services we will be providing, and are eager to advance the process.
Providing separated employees with one-on-one coaching shows them a commitment to their advancement and well-being. Our experience is that the separated employees choose a logical path quickly after the coaching and tend to communicate a very positive message that they are advancing in their career step to your current employees who often inevitably check on them,
The CareerLeaper RightPrep Step© takes care of key items such as professional resume development. Our professional writers design and compose thoughtful, attention grabbing resumes that attract employers and deliver results. They also help craft a cover letter also designed to grab attention of prospective employers. They remove the burden of resume development from the separated employee and are able to write far better copy than the employee possibly could while still giving the employee the final approval over both the resume and cover letter. This allows the separated employee to stay focused on the highest value job search activities.
We create or deliver the following items in this step:
1. Resume written by a professional resume writer.
2. Cover letter written to highlight the employee's strengths.
3. An ASCII version of the resume needed for posting online.
4. Electronic sending to a database of 10,000 executive recruiters.
5. Job Search Guidebook containing job search how-to's and examples.
6. Resume Posting to four key online career sites.
7. Customized Personal Salary Report for use in salary negotiations.
The CareerLeaper PowerReach Step© taps a key capability not available through any other outplacement firm. We have developed a unique system that has identified hiring managers and key executives within almost all North American companies. This allows us to target executives and hiring managers by industry, city, job function and more to broadcast the candidate's polished resume with a personalized cover directly to that hiring manager.
Key Jobs Not Advertised On Any Job Board or Newspaper
Because we have the ability to directly reach key executives and managers within your industry, city, or the candidate's job function, we can often make the employer aware of the candidate and facilitate the interview. Many key jobs are never advertised on any job board or newspaper -- we are able to routinely find those openings and make the employer aware of the candidate.
The CareerLeaper JobsBase Step© provides access to millions of employment opportunities from thousands of websites in one simple search. There is no longer any need to separately search Monster, CareerBuilder, your city's newspaper site, and other sites. Our search partner has done all the work, providing a centralized search system updated each minute. It includes all the job listings from major job boards, newspapers, associations and company career pages instantly.
Separated employees can also save their searches and have key job openings matching their requirements automatically sent to them via email alerts. They can drill down by keyword. location and more to find jobs that fit their requirements precisely. The centralization and auto-notification saves countless hours and ensures employers give first consideration to the separated employee's resume which will reach an employer sooner than most others.
The CareerLeaper NetworkSuccess Step© focuses on the art of power networking. Research shows that over 60% of executives find their next job by networking and over 30% of lower to mid-level candidates find their next job by networking. Most successful Hiring Managers agree that networking is critical to finding great future employees.
We show candidates how to meet large numbers of key managers in great companies, be brave, make a positive impression with a practiced high-impact pitch, and exactly how to follow-up in order to uncover the hidden openings and get invited to interview. We even show how to convert those without immediate openings to make introductions to their own key contacts so that the candidate can gain an inside track on that ideal position.
The CareerLeaper NexTrain Step© provides hundreds of online learning courses plus access to senior management best practices speakers so that candidates looking for a significant career change can quickly become knowledgeable in their preferred area and rapidly understand the key issues and environment affecting their target position.
Accessible 24/7, the NexTrain eLearning portal will provide the separated employee with a massive library of training resources available at any time. Many of the courses are also accredited by most states.
