As a boutique executive search firm, JDG offers our clients a higher level of personal service and commitment. Our collaborative and disciplined approach, refined over more than 40 years, aligns our clients’ expectations with the market, promotes accountability, and sets a timeline for performance-driven goals and milestones. Our seasoned team partners with you throughout the process to ensure the nuances of each position are clearly defined and marketed effectively. JDG asks the tough questions to understand your greatest challenges as well as your smallest concerns. We serve as an extension of our clients and help you execute your business strategy. We do not limit our scope of research to only our client’s sector. We dig deep into parallel functional disciplines to uncover the rising stars and hidden gems that will have a big impact on the growth of your organization. JDG is not looking to simply be a vendor. We strive to build deep-rooted, value-added relationships with every client. It is our relentless focus on results and personal service that drives our company. Your success is our success – it is really that simple.
Phase 1: Assessment and Analysis
Each JDG search begins with an in-depth kick-off meeting with the client’s leadership team in order to gain a detailed understanding of its organization, culture, and key challenges as well as its strategic, operational, and financial goals. We determine how success will be measured in the role and what short-and-long term goals must be achieved. It is this preliminary analysis and due diligence that enables us to craft a detailed candidate profile and develop a customized search strategy.
While each candidate presented must possess the skills and experience necessary to address the challenges of a position, JDG recognizes that central to any successful hire is the ability to effectively evaluate the “fit” between a candidate, the position, and the corporate culture of the client. Being thorough in this client discovery phase is critical to determining the type of leader that your company will need to grow its business.
Phase 2: Research and Strategy
We develop a timeline with agreed-upon goals for the search process. We create a targeted strategy and conduct extensive, “original” research unique to each search in order to develop a complete picture of possibilities. The marketplace is constantly changing, and we reject the impulse to reuse and rehash old candidate lists for expediency.
Combined with leading-edge sourcing techniques, we generate a broad list of target companies and organizations from which to recruit. We focus on passive candidates; our outreach is thorough, robust and persistent. We dig deep, and network with industry contacts and our broad array of deep personal relationships while mining our own original research and expansive internal database.
Our seasoned team has the experience to engage the “A” players, capture their interest, and determine if the individual is a match for your business challenges. We collaborate with our clients to develop a compelling pitch that will attract the best talent. Through this strategy, the result is a concise, vetted shortlist of highly-qualified, diverse candidates who are excited about your opportunity.
Phase 3: Interview and Evaluation
Our team thoroughly evaluates each candidate by conducting in-depth personal interviews. We build excitement for our client’s opportunity while scrutinizing the candidate’s experience, career goals and cultural fit. Upon determining the best candidates, we create summary profiles that provide a detailed evaluation of each candidate presented. When dealing with candidates, we are always aware of our client’s reputation and brand, and ensure that we strengthen that reputation, whether candidates move forward in the process or not.
Phase 4: Offer, Closure and Onboarding
Upon completion of the interview process, we conduct background investigations and thorough 360 degree reference checks, allowing for a balanced and broad candidate perspective. At this point, our role should be viewed as a trusted advisor. This is the critical junction where the process can succeed or fail. At this pivotal stage, we provide counsel and share insight on what we believe it will take in today’s market conditions to develop a compelling offer. We discuss candidate’s salary expectations, relocation issues, other opportunities they may be considering, and potential timing concerns. We conduct this early in the process to insure there are no surprises when an offer is extended. But our involvement doesn’t end once an offer has been accepted. We remain in contact and provide ongoing support to ensure a smooth transition and successful first year for the client and candidate.
Our process has been refined for decades and it delivers results.