executive search Services

Searches Performed

Our mission is to cost effectively locate and attract exceptional employees that are prepared to make significant contributions to our clients’ firms.

Rock Duffy To do this we use a professional, tested approach designed to rapidly and efficiently identify the best available qualified candidates.

Now let’s go over the search process.

SCOPE OF WORK

Phase I: Client Consultation/Job Definition/Ideal Candidate Profile

We meet with you and if you’d like, other members of your staff (in person or on the phone) to review key factors about the organization and work environment. These discussions give us an understanding of your goals, management style, challenges and the culture of your organization.

Of course, we also need to know everything about the position. We ask you to define it and its relationship within your management structure. This gives us a complete picture of the job requirements and the qualifications an ideal candidate must possess.

With this information, a Position Profile is created that includes the responsibilities of the job, the experience and the credentials you require for the new hire to be effective in the position.

Optional / Recommended: Create a Benchmark for the Position. The intended outcome of this process is to (1) identify the natural talent patterns that are most likely to result in superior performance. (2) Create a clear picture of the Key Results and Accountabilities that result in superior performance. (3) Create tools that can help in the management of human capital in this position. In effect: selection, development, retention and potentially, succession planning. (more…)

Phase II: Search Plan/Target List of Organizations/Name Development Research

Having a disciplined approach with accurate information is fundamental to a successful search outcome. Working with you, we determine whether the search requires a local, regional or national scope. We then select appropriate industry directories and databases for use in establishing a target list of organizations. Next we identify the people within those organizations who hold positions similar to the one you are filling.

Phase III: Candidate Identification and Selection

In this stage we typically contact 100 to 200 potential sources, expecting to identify roughly ten of the most capable prospects. We then screen these prospects through telephone interviews. Of the ten or so, we expect approximately seven to pass this initial screening, based on their qualifications and interest.

In-depth Telephone Interviews/Candidate Selection

Extensive telephone interviewing allows us to further verify the qualifications and suitability of the remaining candidates. At the end of this process we expect three to five candidates to emerge as finalists.

Phase IV: Completion/Candidate Presentation/Interview/Selection

As we identify these three to five most highly qualified candidates, they are presented to you for evaluation and interviewing. You will be provided with a summary report (verbal or written according to your preference) on each candidate's qualifications, reasons for interest, availability and current compensation. You will also be provided a Personal Talent Report measuring Cognitive Skills, Values and Behaviors on each finalist. You are then prepared to arrange for candidate interviews. (If we have created a Job Benchmark for this position, you will be provided a Job/Talent comparison report for up to 5 finalists).

We will assist you in scheduling interviews with these candidates and we will remain available for salary negotiations, reference checking and final securing of the hire, should you want our help. We gather feedback from you and the candidate, offering support in bringing both parties together.

Our system includes a built in weekly reporting routine to track progress and ensure that each phase is proceeding on schedule. If the expected outcomes are atypical, we investigate the cause and make course corrections with recommendations to you.

Upon hire, you will also be provided an extensive 60+ page Executive Coaching Report. This State of the Art report will provide you a complete guide to maximizing opportunities for communication, motivation, management, development and retention of your new hire.

You maintain control to start and stop a search at any time, owing only for prorated cost of work accomplished and expenses incurred.

TIMING

We understand the time-sensitive nature of identifying qualified candidates.
With our system, you can expect to start seeing candidates three-four weeks after completing our Project Questionnaire (defining the job) and approving the Target List of organizations we’ll penetrate.

The entire search process takes around three months from start to finish.
You can reduce that time significantly, however, with speedy communication throughout the process.

BUDGET / VALUE

One of the principal differences between us and other search firms is our hourly fee structure. Most recruiting firms charge 33-1/3% of the first year’s full compensation (salary and bonus) for each position. Our fee is $235 per hour, billed monthly. Once a candidate is hired, we calculate 23.5% of the employee’s first year compensation (salary and bonus), crediting you with hourly fees paid to date. If the hourly fees have exceeded the 23.5% fee, then you owe nothing more. If multiple candidates are hired, we’ll charge 23.5% of each employee’s salary plus bonus.

Sometimes a client needs to stop a search midstream, and in such cases you only owe for those billable hours incurred to date.

A search typically takes 80 to 100 hours to complete. However, each search is different, and total hours can vary. Optional services such as background checks, talent assessments, reference checks, in-person interviewing and salary negotiations are not included in this typical time frame, but are readily provided as a full-service feature. Reimbursable expenses include online posting costs, occasionally a directory purchase, and travel costs if needed.

COMMITMENT

Rock Duffy LLC is discreet, thorough and professional. We reach the best people, and we protect your reputation while doing it. You can be assured your opportunity will be presented to the full range of qualified people in the field. So when you make a hiring decision you’ll know you’re choosing from the very best people available at the time.

It would be our sincere pleasure to support you in building your team(s). We’re here when you need us!

J. Rocklin Duffy