Client Methodology

1. Marshall McLellan shall provide you with an accurate and candid assessment of its capabilities to perform your search.

Not all search firms offer the same services, but they should all operate in line with the highest professional standards. In addition to the obvious differences in size and manpower, search firms also vary in their areas of expertise, their knowledge of and contacts within various industries, and the skills and experience levels of their search consultants.

Before agreeing to undertake any search, Marshall McLellan will;

  • Verify that it has the resources, time, knowledge and expertise to handle your specific assignment.
  • Disclose any and all information with regard to relationships or circumstances that might create actual or potential conflicts of interest. Disclose limitations arising through service with other clients that may affect its ability to perform the search assignment.
  • Define with you which part of your firm is the "client" (i.e. which subsidiary, division, department, etc.) and agree upon the period, if any, during which the firm will not recruit from the defined client firm.
  • Define the scope and character of the services to be provided and the fees and expenses to be charged for the services rendered.

This requires that you provide a full and accurate description of your firm, its business needs and culture, the position to be filled, and your criteria for the ideal candidate. If Marshall McLellan cannot handle your assignment, it will explain why and then refer you to another firm better equipped to meet your needs.

2. Marshall McLellan shall provide a high-level consultative relationship.

"Retained executive search consulting" is defined as a specialized form of management consulting, conducted through an exclusive engagement and on a pre-determined retainer-fee basis. Its purpose is to assist your firm in defining executive positions, identifying well-qualified and motivated candidates, and selecting those best suited through comprehensive, quality assured search processes.

In addition to locating high quality candidates, Marshall McLellan will also provide information and feedback that not only helps direct your search for executive talent but can also be used to run your business more effectively. This feedback includes:

  • Knowledge of the industry in which the search will be conducted, including availability of candidates, comparative assessments of those candidates, and remuneration levels.
  • General market research regarding how your firm is perceived in the market, what your competitors are doing, and what kind of recruiting strategies may or may not be working at any given point in time.

Marshall McLellan will give you a reasonable overview of market conditions and the general perception of your firm in the marketplace for talent.

3. Marshall McLellan shall hold your information in strict confidentiality.

By its very nature, an executive search requires you to divulge highly sensitive information about your firm. We will treat any and all information given to us with the utmost confidentiality.

At the same time, we cannot conduct an effective search without making some information available to potential candidates. To protect your interests, however, we guarantee that we will:

  • Use confidential client information only for the purposes of conducting the assignment.
  • Disclose client information only to others within Marshall McLellan (who may be supporting the consultant on this assignment) or potential candidates who have a need to know the information.
  • Never use confidential information for personal gain or provide that information to third parties for personal gain.

4. Marshall McLellan shall demonstrate a clear understanding of the position, the company and the objectives of the search.

In order to conduct a successful search, Marshall McLellan must have a crystal clear understanding of the position to be filled, the requirements of the job and your firms culture. Accordingly, you will receive a report that details the consultant’s understanding of:

  • Your desired level and type of experience
  • The background, education and technical skills needed to successfully perform the position
  • Responsibilities of the position
  • Any interpersonal skills needed

Marshall McLellan will proactively help you develop, modify and refine your own understanding of the position. To help with this critical step, give us access to all those who participate in the selection process and encourage them to provide full disclosure regarding the position to be filled.

Because the job description represents the bedrock of a successful search, you have a reciprocal obligation to notify us any time circumstances (either internal or external) require a change in the position or the type of person you’re looking for. Be aware that a major change in search specifications may require a change in fees.

5. Marshall McLellan shall provide you with regular, detailed status reports on the progress of the search.

Depending on the position to be filled, the availability of talent and a host of other factors, a successful search can take anywhere from a few weeks to several months. To keep you up-to-date, Marshall McLellan will provide ongoing progress reports that include:

  • The companies at which the consultant has tried to target candidates
  • The market response to the search
  • Obstacles to identifying or attracting candidates
  • Candidates currently being developed

Marshall McLellan will update you regularly, either by phone, fax, e-mail, written report or some combination of all four. Let us know your preferences.

6. Marshall McLellan shall present qualified candidates who fit the position and the culture of your firm.

Marshall McLellan will present you with a range of qualified potential candidates, whom we have thoroughly assessed and interviewed. Marshall McLellan will be able to discuss each candidate’s:

  • Experience level and significant achievements relative to the position to be filled
  • Education and background
  • Intellectual, interpersonal and motivation competencies
  • Personal strengths and weaknesses with respect to the position to be filled
  • Perceived cultural fit
  • Interest in the position
  • Remuneration and financial expectations

In presenting candidates, either individually or in a "shortlist," you should expect us to discuss the interviewing arrangements and other issues that can affect the critical interviewing process. Immediately after you have interviewed candidates, we will solicit your comments and feedback and help you conduct comparative candidate assessment and analysis. We will complete and transmit to you the verification of credentials and reference checks.

If it becomes apparent that the search will take considerably longer than expected or that it may not yield an acceptable range of candidates, we will inform you as soon as possible and discuss alternative courses of action.

7. Marshall McLellan shall help you negotiate with the final candidate, representing both parties with skill, integrity and a high degree of professionalism.

Once you have selected a final candidate, our role changes from that of search agent to negotiator and communicator. At this point, our primary function is to help you bring the candidate on board in a manner that facilitates a long and successful stay with your firm. This includes:

  • Acting as an intermediary between you and the candidate regarding compensation, benefits and other conditions of employment
  • Feeding back to you any reservations or concerns the candidate may have about accepting the position
  • Helping the candidate to assess the opportunity
  • Working with both sides to create a "win" for everyone

Although Marshall McLellan represents your interests first and foremost, we must also remain sensitive to the needs and concerns of the candidate. To do otherwise significantly reduces the chances of a successful hire. In addition, representing both parties with integrity and professionalism ensures two important outcomes:

  • The candidate comes aboard feeling that he or she has been treated fairly
  • The search enhances your firms reputation in the marketplace

Remember that your candidates are also very busy professionals who have sacrificed valuable time to talk with you. Furthermore, they did not solicit this opportunity; it was presented to them.

8. Marshall McLellan shall provide you with a superior level of follow-through after you have hired the candidate.

Seemingly successful placements can sometimes fall apart during the transition period. As a result, our responsibility does not end when the candidate accepts the offer. Instead, we will stay in contact with the new hire as long as necessary to ensure a smooth transition and help them settle into the new position. Above all, Marshall McLellan will make sure that you are fully satisfied before considering the search a success and concluding the assignment.

Given the importance to your firm of filling the position with the highest quality candidate, you have every right to expect the highest level of service. Remember that by working with Marshall McLellan you have entered into a consulting partnership.