Executive Search for Management
Each client of The Highbury Group has unique strategies, cultures and strengths. The Executive Search process must be comprehensive, thorough, discreet and of the highest professional caliber to support their needs.

Our Executive Search process includes distinct phases designed to identify and present highly qualified candidates, leading to successful completion of the engagement. They are generally described as:

Phase One
At the commencement of an engagement, it is fundamental that The Highbury Group and our client form a team to execute the search. Each participant will play a key role in the ultimate success of the engagement. We must have a clear understanding of our client’s strategic objectives, issues that would impact its success, and its competitors. It will be critical to identify those drivers of success and the requirements of the role to be filled so that we can help refine and focus on those objectives.

The engagement’s success will be enabled by the creation of a Search Plan from which we will be able to establish clear objectives and the role each member of the team must play to achieve overall success. A position specification is an important element, stating not only what the required experiences might be to prepare for the role as well as what factors might be critical for future success. A comprehensive Research Plan designed to ensure that the best possible array of talent is identified and presented is also developed.

Phase Two
Identification and development of candidates is a critical element of any Executive Search process. During this phase, sharing of information between The Highbury Group, our client and potential candidates creates a solid platform for this process. Sharing of material and information must be conducted openly and honestly.

Phase Three
Interviews with candidates will generally be held both by electronic and telephonic means followed by face-to-face interviews for a smaller group of candidates. Assessment of candidates not only includes assessment of qualifications but also an assessment of their potential effectiveness in an organization. From these interviews, coupled with information directly provided by the candidate, as well as possibly other sources, candidate profiles are generated and presented to the client. Included will be written assessments from our interviews.

Phase Four
Referencing – a critical element of any Search - occurs concurrent with candidate identification and development. From a variety of sources, candidate reputations can be developed from acquaintances, colleagues and others. This element must be highly confidential and will lead to a separate set of commentaries about the candidate(s). This element will continue throughout the development and presentation process.

Phase Five
Meetings between our candidates and clients are fundamental to the engagement’s ultimate success. It is important that the candidates have as full and balanced a view of the role and our client as possible. Similarly, it is necessary that our client perceives that all necessary information is known about the candidate(s).

From this phase will emerge the preferred candidate(s). The Highbury Group will update both the client and candidates about their respective reactions to their meeting(s). Active consulting with the client often yields detailed decisions about the preferred candidate.

Phase Six
Our role as an intermediary often allows us to identify topics of greatest sensitivity and to suggest possible answers so that both the candidates’ and the client’s interests are taken into account. During this phase, we can assist in contract or compensation negotiations or develop additional, formal references.

Conclusion
While an engagement may be completed, we have found it helpful to maintain frequent contact with both parties to ensure that both are satisfied with the outcome and any outstanding issues are identified and dealt with.

Executive Search for Boards of Directors
Board recruitment for public companies is increasingly important to ensure the highest level of experience to benefit both shareholders and management. Board recruitment has become increasingly common as Boards recognize the need to diversify their capabilities with members of differing backgrounds and skills. Board recruitment has also become important as publicly traded organizations compete for talent.

The Board recruitment process is generally similar to executive recruitment. A critical role of The Highbury Group is that of intermediary to assess on a discreet basis interest in Board service by candidates; their capability and their experience. With the unique roles and responsibilities of Boards and their Committees, search for distinct skills and capabilities mandates knowledge of recent SEC and exchange standards.