Our Process:

Our Process:

We meet with you and your key people to look at your organization and how the position is currently structured. These presort interviews orient us within your firm, and allow us to generate a confidential, unattributed memorandum of suggestions that clients have always valued highly. They also permit us to work with you to define the position, and assure that it will become a successful investment for your organization.

We determine the search criteria - experience, current position, education, personality, salary, etc. You may have set these up yourself tentatively, but without up-to-date knowledge of the current executive market.

We conduct extensive research in the industries we together select, and develop a list as many target markets likely to employ your kind of executives. Of course, we also mine our existing contacts during this stage.

We identify the prospective candidates who are employed in our target market, and contact them. We’ll probably speak to as many people, this determined by the kind of assignment whether it is a retained or a contingency search assignment and interview as many, and thoroughly reference check them. All of the candidate contacts are handled by principals, and never by research assistants.

We keep you continually informed during the search: the initial pre search, salary data we uncover during the process, and weekly updates on candidates and the progress of the search.

We compile the data on each of the finalist candidates that prepares you for interviews.

We maintain continuous contact with both you and the candidates during the interview stage, to facilitate your selection and help develop an offer viewed by you and your chosen candidate as appropriate.

We conduct informal follow-up discussions at the three month point with you, the person you hire, and others in your organization to improve the likelihood of superior performance. These discussions sometimes result in confidential recommendations for minor adjustments, which can have major effect.

The effectiveness of our work depends on a detailed understanding of our client’s strategy and style of management. We therefore respect absolute confidentiality when dealing with sensitive information provided to us about a client organization and its employees.

We also recognize that confidentiality is needed to protect candidates as well. Many of the people recommended by DNN are currently employed. Client companies must respect this fact and work to minimize exposure of candidates throughout the search process. This means that no candidate names or presentation material should be shared with anyone other than those individuals directly involved in the search effort.

The best relationships are reciprocal and, just as we make our clients aware of any particular facts we discover in the course of a search, we ask them to keep us informed of any developments which may affect the successful outcome.

An assignment enters our research phase only when we are authorized to proceed. Allowing time for completion of the client’s interviewing and selection process, we would expect an assignment to be completed within three months. In the case of inter-national assignments and those with some degree of exceptional difficulty, the timetable may be longer.

We establish appropriate lines of communication - in person, by telephone, and in writing, and through strategy review sessions - with the client at the beginning of an assignment and replica omega watches use them to maintain regular contact throughout the search.