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Our core competency is
retained executive search. Our Executive Search Process is a systematic,
thorough, strategically-driven method, which we feel distinguishes
our firm from many competitors. Use the links below to explore this
page:
To effectively perform an executive search assignment, we start
by developing a thorough understanding of our client’s
business including:
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Company history |
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Culture |
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Philosophy |
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Products/Services |
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Organization |
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Markets |
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Management |
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Competition |
To accomplish the review, our partners
and staff spend a considerable amount of time interviewing client
personnel and reviewing company literature, plans and policies.
Upon completion of the review,
our firm prepares a detailed retainer agreement for approval,
outlining our understanding of the assignment, the specific
responsibilities of our firm and the client, and the terms
of compensation. Typically, our clients have a well-defined
organizational plan for accomplishing the long-range objectives
of the business. In these instances, we devote our efforts
to understanding the client’s organizational plans and
policies in very specific terms.
Occasionally, our clients have major questions
regarding the organizational structure and type of resources
(i.e. talent levels, experience) required for success. In
these instances, we offer clients an ancillary service in
developing organizational recommendations in:
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Organizational
structure |
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Policies
and procedures |
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Management
process |
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Compensation
systems |
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Direct contact is made with individuals
we have identified through our research process as meeting
the position specifications. We further qualify and evaluate
their credentials and potential interest level. At this point,
personal interviews are conducted by our consultants to further
qualify and screen prospective candidates.
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It is our firm’s standard practice to personally interview
every candidate prior to referral. Each interview allows us
to gain a thorough understanding of the candidate’s
strengths, weaknesses, personality, intellect, personal motivations,
management style, as well as their personal, academic and
employment history.
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After considering all the information gathered in the search
process, our firm presents the top three to five candidates
we feel fit the position specifications. We strongly recommend
our clients interview all the candidates we refer on each
assignment prior to making a final selection. We act as an
intermediary and objective third party during this stage of
client-candidate interview and debriefings.
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Once a selection has been made by our client, Gundersen Partners
assists in the negotiation process. Our experience at this
stage is critical to resolving any remaining concerns and
finalizing the offer. We conduct confidential, in-depth reference
checks by speaking to individuals with a first hand knowledge
of the candidate’s work history, operating style, strengths
and weaknesses.
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Once the appointment has been made, we continue to maintain
contact with both the client and candidate to ensure the new
executive’s smooth transition and integration into the
client organization.
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