• Envision Success in the search process. Start with a clear understanding of a successful outcome.
• Provide Excellence in Evaluation of candidates for our clients.
• Provide Expertise in the sectors in which we focus
• Utilize Nationwide Resources to cast a wide net and identify the best candidates.
• Build Positive, Productive Relationships with clients and candidates throughout the course of a search—and after its successful completion
• Bring Organization to the search assignment; a process that can be lose focus without our pro-active management
• Anticipate Client’s Needs, provide regular updates before asked
• Sense of Urgency, be responsive to maintain the pace, momentum and energy of the search.

Defining Client's Recruitment Need: The first step in every successful search is to assist the client in defining their recruitment needs. This involves spending time up front with the client, usually with multiple people in the organization, clarifying and asking questions to help define the requirements and expectations of the executive for the position being filled. Through this process we will proactively help the client develop, modify and refine their understanding of the position.

If you have been involved in hiring an executive in your organization, you know this can be a big task. Is the organization going in a new direction? Is it a turnaround situation? Possibly you are replacing a founder CEO who has been with the organization for many years. The challenges can be many. And what the CEO is looking for may be somewhat different from what the CFO desires.

Sterling Martin Associates' consultants are very familiar and adept at handling these situations. We identify areas of consensus and build on that. We probe for differing viewpoints and handle those carefully. It is sometimes said, the reason why people were given two ears and one mouth is that we should listen twice as much as we talk! Sterling Martin Associates listens first, develops the search strategy next, and then delivers on our commitments.

A written position profile is provided to the client after our initial consultations. Changes to the profile may still occur at this point but it is important to have a finalized document before getting fully under way with the search. The position profile provides the roadmap or blueprint for the search strategy and for the candidates to be identified.

Identify and Assess Candidates: One of the most frequently asked questions of executive recruiters is-- "Where do you find your candidates?" The short answer is, from multiple sources; but here is a little more detail.

• Targeted Research: Based on the agreed search criteria and strategy, Sterling Martin Associates will research other organizations where we believe qualified candidates are likely to exist. Selected individuals will be approached directly to determine their potential fit, and interest in, the position for which we are recruiting.
• Database Research: Sterling Martin Associates utilizes sophisticated research tools and databases to both identify individuals and also track candidates with whom we stay in touch over time. Upon starting a client engagement, we conduct an internal search to identify potentially qualified candidates or those who may lead us to the right people. Our research center maintains an extensive database that is accessible 24/7 from anywhere in the world. We subscribe to a wide range of resources.
• Direct Sourcing: Sterling Martin Associates will contact individuals in appropriate industry sectors for your search to discuss the assignment and obtain referrals to individuals who could be candidates.
• Advertising: Generally, Sterling Martin Associates does not advertise for positions for which it is recruiting. However, some clients prefer to include this approach or may be required to advertise by law. If so, SMA will research potential venues, provide cost estimates and place advertising in appropriate publications and on websites. We will also screen all respondents to any advertising.

Interview Candidates: Potential candidates will be thoroughly interviewed to obtain an in-depth understanding of their professional experience, accomplishments, skill sets, behavioral characteristics, motivations and growth potential. A full candidate report including a resume with career history, educational credentials and an SMA consultant's evaluation will be presented for each recommended candidate.

Status Meeting: At the start of the search, a date is generally agreed upon between the client and Sterling Martin Associates for a status meeting; usually about 30-40 days after starting the search. The meeting is held to review a "long list" of potential candidates that have been interviewed and selected by SMA as potentially highly qualified for the position. Sterling Martin Associates also provides weekly updates on the progress of the search. During the status meeting we will review each candidate's experience and background and, in consultation with the client, select a "short list" of candidates who will be brought in for interviews.

Reference Checks: Upon selection of the "short list" of candidates to be interviewed by the client, SMA will begin the reference checking process. We will speak with the candidate's previous supervisors, peers, staff or volunteers as is appropriate for the candidate. We also conduct a background check which includes verification of academic credentials. Sterling Martin Associates will facilitate the interviewing process and when the decision is made to extend an offer to a candidate; we will assist in the development and presentation of the offer package to ensure its successful acceptance.

The Result is Leadership Delivered.