Approach

Firm Philosophy

Act in Partnership - We respect our clients and work hard to understand them, their priorities, their stakeholders, and the role the successful candidate will play with them.

Act with Integrity - We seek a spirited competition in each assignment. We work intensively to introduce compelling candidates and to assure fairness and privacy. We meet each candidate in person, often several times, and we conduct, personally, all interviews, references, and related candidate reports. If we accept an assignment, we conduct it personally.

Offer Insight - We are careful to distinguish between candidate attributes and experience and the observations of others, and ourselves, related thereto. Within the bounds of privacy, we convey relevant market knowledge gained via the search process to the client.

Be Respectful - We value our client's and candidate's time, knowledge, and privacy. They are the focus of each assignment, and we seek to work with each through balance and substance.

Search Process

Learn the Client and Position - We immerse ourselves in the client's universe, especially as it applies to the position we are retained to fill. This client-centric focus is complemented by consultations with our network. Deliverables include a position description developed with the client and a search strategy and calendar for management of the assignment. Elapsed time, generally two weeks.

Develop Compelling Prospects and Candidates - We source client referrals, our firm's networks, and others to rapidly identify prospects for the position. Generally, five prospects are introduced to and reviewed with the client, with those of greatest interest being pursued to become candidates. While this process continues until the assignment is complete, the successful candidate is generally identified as a prospect within the first 50 days of the assignment.

Facilitate the Client and Candidate Interview Process - Using candidate-generated resumes and written firm reports, complemented by client-generated information, we assist the client and candidates in accessing their mutual interest. This requires balance, restraint, and initiative to overcome the expected and unexpected such that sound decisions can be made in prioritizing candidates for offer purposes. Generally, clients are prepared to extend an offer(s) within 100 days of the start of an assignment.

Support the Offer Process - Senior management compensation packages are often multifaceted, complex, and offer some flexibility. We work closely with client and candidate(s) to fashion offer(s) that enhance mutual interest and provide a clear path for subsequent negotiation, if necessary. Clients often ask us to present and negotiate offers on their behalf. Careful attention to both professional and personal considerations are essential to candidate offer acceptance. References are also conducted coincident with the offer process requiring urgency, access, accuracy, and discretion. Offer acceptance generally occurs within the 130 days of search start.

Assist in Successful Candidate Assimilation - Whether a Board Member, CEO, or direct report to the CEO, we work closely with the client and successful candidate to support a smooth transition for the candidate (and their family as appropriate) into their new position and location (when a relocation is involved). Positions are generally occupied within 180 days of search start.

Speed

Client Context - To complete assignments with an urgency that reflects the client's circumstances.

Normal Assignments - ABA has completed Board, CEO, and senior management assignments in less than 60 days, initiation to candidate start. The normal time is 180 days.

Interim Assignments - Similarly, ABA has completed interim management assignments in less than 30 days, start to finish.