Phase 1: Strategy & Sourcing

•  During this phase, Purcell will assemble a team of a minimum of three dedicated research associates/recruiters who
  will be exclusively assigned to the search project in addition to the Senior Partner in charge.

• Our team conducts a thorough needs analysis with the client/stakeholders to determine the key criteria of the search, critical success factors, ideal executive profile, and how to best describe and differentiate the challenges and opportunities surrounding the position.

• We develop a customized role specification which details the desired experience, qualifications, and competencies as well as the expectations and goals for the assignment.

• In an internal brainstorming and strategic review session, we develop the sourcing strategy and map out an extensive list of target industries, companies, and executives to request nominations. This is followed by a comprehensive and thorough search of the targeted search universe.

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Phase 2: Qualification

• During this phase, we conduct thorough competency-based interviews over the course of multiple meetings with prospective candidates to assess capabilities, leadership style, accomplishments, as well as values and cultural fit.

• Through our series of in-depth interviews, detailed evaluations, comprehensive reference checks, and education verification process, we are able to confirm a candidate’s credentials, likelihood for success in the position and evaluate candidate/client chemistry.

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Phase 3: Selection

• During this phase, we narrow down the pool of candidates and select our finalist candidates for presentation.

• For searches at this level, Purcell will anticipate anywhere between 80-100 prospective candidates will initially surface as a result of our sourcing efforts. Based on our preliminary evaluations, we then do a further and more exhaustive evaluation of between 30-40 candidates, which will eventually be narrowed down to three to five for final consideration.

• The finalist candidates selected will be presented to the client search committee with a detailed written summary outlining their experience, strengths and contributions, as well as their desired compensation.

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Phase 4: Post-Interview & Follow-Up

• During this phase we debrief with the client and the finalist candidates and provide feedback to all parties.

• Purcell will assist as needed with offer generation, presentation, and negotiation to finalize the search.

• We will continue to follow up with both the client and candidate selected for an extended period to ensure a successful transition and to assist with the long-term assimilation of the appointed candidate.