Client Process

Success is in the details.

Assessing, defining and scoping the search, executing a comprehensive process and defining communication points ensure our client’s successful search outcome. From detailed startup meetings and creating thorough position descriptions to weekly status reports with candidate updates to offer negotiations for the final candidate, Kraft Search is a partner with each client. Detailed below is an overview of the process each client can trust when they choose to partner with Kraft Search.

Position Description:

After meeting and talking with our client, we develop a detailed position description, including a company overview and ideal candidate profile. The organizational assessment details the company's business history, current overview and strategic objectives. The candidate profile defines the scope of responsibilities, necessary functional core competencies and appropriate management style / ability, education, prioritized goals and objectives, resources and accountability and authority levels relative to the company's business plan and financial position, current operational and competitive challenges and strategies. This document is utilized to both direct the parameters of the search as well as to provide meaningful information to targeted candidates. With each search, we tailor both the organization assessment and the candidate profile to meet the needs of each individual client.

Research Strategy & Search Development:

Through our personal networks, expansive database and expert research staff, we develop a research strategy specific to each client and each search. This is done by researching and identifying targeted companies, and the leader(s) within, to develop a short list of potential candidates. We are in contact with the client throughout this process to ensure a successful outcome from the very start of the search.

Candidate Assessment & Development and Interview Description:

Experience breeds intuition in terms of understanding a client's need, understanding of the current competitive landscape relative to candidate identification and assessing a slate of candidates to correctly guide our client to a successful, long-term leadership hire. We conduct thorough phone and in-person interviews with all final candidates. We typically spend 1.5-2 hours on phone interviews followed by a 1-2 hour in-person meeting, prior to client interviews. Through initial phone interviews, we explore previous work experiences as we also assess the candidate's overall skill sets, competencies, relevant experiences, appropriate and necessary credentials, long-term growth potential and style to effectively perform, lead and fit within the culture of our client's organization. Through in person meetings, we are further exploring these points while further determining personality fit & style, motivations and personal / professional goals, career patterns, transitions, motivators and each individual's commitment to the recruiting process. We always discuss counter offers during this stage of the process. We also will talk with the trailing spouse in the search process.

Background and Reference Checks:

Professional and personal references are conducted via candidate supplied references as well as direct references we discreetly identify and contact. All formal educational and certification claims are verified through national or institutional certifying bodies.

Candidate Presentation:

Throughout the search process, we provide detailed weekly status updates to our clients. These status updates provide dashboard information about each potential candidate's credentials and experience along with their status and interest in the process. Emailed information in addition to weekly phone calls is standard.

A two to four page formal assessment (Candidate Profile) and is developed for each of the final candidates. In this detailed description, we include top initiatives and specific experiences within their current role & career that directly relates to our client's need. We also provide a detailed description of previous roles including reasons for transitions & promotions, motivations and hot buttons in considering our client's need, degree verification and current compensation detail. We provide this document along with any other relevant paperwork more than 24 hours prior to the client meeting the candidate.

Employment Negotiation and Offer:

Kraft Search Associates will assist the client in the structuring and presenting of the offer to the successful candidate. Additionally, we will conduct subsequent negotiations, if necessary. The successful agreement on an offer between our client and candidate is heavily predicated upon the discussions and interactions we have had directly with the candidate and the spouse during the entire recruiting process. As a result, the offer stage should not serve as a surprise to either our candidate or our client. It is our aim to have a thorough understanding of the details of an offer and the candidate's willingness to accept an offer prior to extending the actual offer. Additionally, we will communicate with the final candidates who were not chosen, striving to give constructive feedback and reasons for our client's decision.

Ongoing Follow-Up:

We follow up with both the successful candidate as well as our client for a twelve-month period to ensure smooth integration into the role and organization. We will debrief with each client to understand their view of the search process in order to continually better ourselves and our process. Consistent communication is one factor which leads to our greater than 90% candidate retention rate during the first twelve months of an individual's employment. We believe it's the thorough search process and ongoing follow-up that ensures a smooth client, candidate and family integration, which is a key component to the 80% repeat business we achieve annually.