Executive Search

At The Rockbridge Group, we are continually challenging ourselves and our clients to look beyond the obvious, to look for unexpected sources for new talent, and to assume a leadership position throughout the decision-making process.

We pride ourselves on our flexibility to adjust our search process to meet the business objectives and financial requirements of our client partners. A typical search assignment would include the following steps:

We seek to gain a complete understanding of our client's business through two areas of research:

Direct dialogue with key management team and/or board members (via face-to-face meetings, phone conversations and emails) and, Review of company and industry literature, such as business plans, press releases and web-sites.

We want to have a broad perspective of our client's business proposition, funding and revenue model, as well as its culture.

From our initial conversations and client review, we outline our understanding of the key responsibilities and requirements of the open executive positions.

To expedite the search process, we work around probabilities. On occasion we might be looking for a "best-all-around" type of candidate; other times we narrow our search to specific industry sectors, well regarded companies, or geographic locales known for developing high-impact leadership talent.

Our intent is to present only those candidates that have a distinct possibility of being accepted by our client partners. In doing so, we will conduct through in-person or detailed phone interviews where we compile a detailed assessment of each candidate's potential fit, both against the requirements of the specific position as well as culturally within our client's entire organization.

We plan and schedule meetings between our client's key decision-makers and leading candidates. Also, we conduct a debriefing with both the client and candidate after each discussion. In addition, we hold weekly conference calls with the key contact within the client organization to discuss progress and make adjustments as necessary.

We only rely on information provided to us by individuals who are or have been in positions to evaluate the potential successful candidate's qualifications and performance. In addition, we attempt to conduct degree checks to verify the candidate's academic credentials.

On our client's behalf, we anticipate functioning as a sounding board to both our client as well as the potential successful candidate. Our intent is to facilitate the compensation discussions our client would initiate with the candidate. The ultimate decision to pursue and/or hire a specific individual rest with our client - our role is purely as an intermediary.