HOW THE PROCESS WORKS
 

Tom can provide both full & modular executive search services.  A typical full service project includes:

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PHASE 1 — DISCOVER (Approx. 2 days)

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• Understand organisational culture, strategy and requirements — Briefing session(s) with the CEO / Board / HR Executives and key stakeholders to understand the business context, team dynamics, and what is driving the appointment (growth, replacement, restructure).

• Define the role and ideal candidate profile — Agree the position specification: reporting lines, remuneration & total package, key deliverables, and cultural fit indicators.

• Develop the agreed recruitment strategy — Confirm search approach, target sectors / competitors, timeline, and communication cadence with the client.

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PHASE 2 — SEARCH (Approx. 3–5 days)

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• Advertising and market mapping — Map the competitive talent landscape to identify ideal candidates.

• LinkedIn sourcing and professional networking — Leverage existing networks and platform search to surface both active and passive candidates.

• Candidate identification and initial assessment — Build a longlist and conduct first-pass screening against the agreed criteria.

• Direct targeted search — Approach specific individuals identified through market mapping who aren't actively job-seeking but fit the profile.

 

PHASE 3 — ASSESS (Approx. 3–4 days)

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• Shortlisting and candidate reporting — Narrow to a shortlist (typically 3–5 candidates) with a written profile/report on each for client review.

• First- and second-stage interviews — Structured interviews assessing competency, experience, and motivation, with client involvement increasing at stage two.

• Psychometric assessment — Behavioural or cognitive testing to validate fit and surface development areas.

• Reference and qualification checking — Verify claimed experience, performance history, and credentials with previous employers/referees.

• CEO/Board interview preparation — Brief the client on interview focus areas, and prepare the candidate for final-stage panel dynamics.

 

PHASE 4 — APPOINT (Approx. 1–2 days)

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• Final interviews — Decision-stage conversations, typically involving the most senior stakeholders.

• Offer and remuneration negotiation — Manage the offer process, including salary, benefits, and start-date negotiation between both parties.

• Appointment support — Assist with the formal offer letter/contract and manage resignation and counter-offer risk through to start date.

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This process represents an indicative executive recruitment assignment. Individual projects and timeframes will vary according to the role, seniority and complexity of the search.