A Look At Our 4-Step Executive Recruiting Process
Cowen Partners has a proven process for finding, vetting, and providing curated candidates lists filled with top talent that lead to trajectory level growth for your company. Our process has been field tested and proven to work. This process is how we successfully place candidates across the entire C-suite range in every type of industry.
Our greatest advantage is transparency of our process. Other executive search firms obscure their process, use confusing acronyms that are hard to understand, and purposefully conceal what they are doing. We know our process works and that other firms don’t have the skill to duplicate it. That’s why we share it with our clients before we are retained. Discover how you’ll find your next candidate by reviewing our process below.
1: Tailor Our Search Strategy
Every organization and industry is unique. There’s no ONE solution that will work for everyone. That’s why we work with your hiring managers and team members to identify what the right fit is by:
- Identifying the core competencies they need
- Matching their personality to your company’s culture
- Matching compensation to expectation
Our senior led executive search team finds these details using competitive compensation analysis to understand how location, industry, and economic trends determine fair valuation. This analysis allows us to fairly value their talents so you attract the right list of high-caliber candidates.
2: Find And Curate Candidates
After we’ve established the key traits we are looking for and what compensation will incentivize them, our team begins the recruitment drive. We reach out to matching candidates using existing lists and our network of resources.
Our experience shows that the right candidate is identified 90% of the time in the first 30 days with this process.
This process generates a list of 50-200 qualified candidates for an executive search. During this process, we stay in touch with you so we can work together to tighten search parameters for filtering. This is key to when we start the connecting process.
3: Curating & Qualifying Candidates
After we’ve established a list of qualified candidates, we move to evaluations. Our team implements the 10/5/2 search method. Here’s how it works:
We take the qualified list and narrow it to ten candidates based on the data, parameters, and goals our team established with yours. We schedule a meeting with the key members of your team to curate that list to 5 candidates.
We take the top 5 candidates through a rigorous, person led, due diligence process. This includes competency-based interviews, deep dive personality assessments, and more. Our process is nuanced so we can tailor down to a list of bespoke picks ensuring immediate results. This approach also protects you from getting the right talent but the wrong fit for your company objectives and culture (mismatches, on average, costs clients $240,000).
This process finds your next leader in as little as 6-9 weeks.
4: Selecting Your Candidate
Once our executive search team has narrowed your options, we share the results. You get a deep look into your candidates’ competency evaluations and behavioral assessments. You then get to select the two most qualified finalists.
Our team matches your needs to our referencing process. Every step of the process is tailored to your needs and ideal outcome. From here, you move into negotiations. These are simple and transparent conversations due to pre-vetting and the compensation analysis from earlier.
From here, the timeline shifts to your company and moves at your pace. We support you so you can act with both urgency and purpose.
Once you reach an agreement, our team works with you to ensure onboarding moves quickly. We also schedule consistent check-ins to ensure the candidate is proving the right fit for your company’s long-term goals.
Are you ready to connect with world class talent to grow your organization? Contact us using the form below and we’ll connect you with the right executive leader necessary for trajectory level growth.