| Assessment / Gap Analysis |
Day 0-3 |
Exiance assembles the key sponsors and stakeholders of the client company. The team provides an overview of the organization, SWOT analysis, desired outcomes, cultural nuances and formulates a refined requirement specification. |
| Identify Search Committee |
Day 5 |
The client defines their search committee and assigns a leader to correspond with Exiance during the search process. |
| Process Delivery |
Day 10 |
Exiance formalizes the search strategy and identifies a best in class approach. At approximately day 5 of the project, the search consultant meets the search committee to present and confirm the final recruiting strategy. |
| Launch Search |
Day 10-50 |
During this phase, resources are obtained, coaches contacted and direct recruiting is directed to a targeted pool of candidates. Promotion of the opportunity begins through various methods and candidate identification ensues. |
| Candidate Development |
Day 25-45 |
The candidate pool is refined through extensive screening and assessment exercises. The candidates are educated on the search process, client culture and the status of their candidacy. |
| Candidate Review |
Day 45 - 55 |
The best candidates are delivered. Details on the candidates' backgrounds are confirmed and assessment tools administered. Issues are identified and gaps explored. The search consultant prepares the candidates' credentials for presentation to the client. |
| Interview to Offer |
Day 50 - 90 |
Exiance and the client conduct final interviews. After identifying a finalist, Exiance assists in constructing and negotiating the offer. The candidate is supported by Exiance during the relocation and transition period (i.e. trailing spouse, school district information, etc.). |
