JDG has conducted numerous CEO and senior-level assignments for a wide range of clients. Our approach is composed of three distinct phases: Preparation, Search, and Selection.
Preparation: We begin each search with an in-depth meeting with you, the client. The purpose is to learn as much as possible about your company (its purpose, its people, its product and/or service, its short and long-term goals, its management style/philosophy, its competition, etc.) and the position you are trying to fill (why it's open, its purpose/responsibilities, the qualifications/experience/background you'd like to see in the ideal candidate, how this position fits in the overall organizational structure, etc.) as is possible. We like to meet with as many people as possible, to ensure that we fully understand what you need, and to ensure that we fully understand your organization's culture. The product of this meeting is a position Profile. This is a written description of what we learned through our meeting (s) and is an important tool that we use throughout the search process.
The development of the Profile has the benefit of promoting a tighter focus by appropriate members of the management team on the type of executive to be sought as the search begins. It also ensures that the JDG consultants have a clear understanding of the needs of the organization and the views and perspectives of those involved in the hiring process. In this way, everyone is on "the same page" regarding the profile of the candidate we are seeking.
Search: JDG uses original research for each new search we conduct, in addition to contacting individuals who are known to us through our extensive database or previous search projects. Senior-level consultants manage your search personally; not junior-level staff or researchers. We conduct in-person interviews with each candidate, check references thoroughly, conduct background verification, and submit reports/resumes to those involved in the search process.
Selection: The final stage of the search involves scheduling candidate interviews and managing the search to closure. This includes coordinating the logistics of the interview process, debriefing candidates and providing feedback to you, and working with you to evaluate potential candidates and negotiate an offer with the finalist.
