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Our Process

 
Phase One: Initial Consultative Stage

The initial consultative stage is arguably the most crucial step in our process. Here, we collaborate with key stakeholders to define the ideal candidate’s attributes, including competencies, experience, and personality traits. This phase includes three primary steps:

  1. Main Message Development
    We hold in-depth discussions to understand your competitive landscape, organizational structure, and corporate culture. Together, we clarify what is most important to your organization in filling this role, aligning on the unique message that will attract the right candidates.
  2. Requirement Definition
    Through a thorough analysis of position requirements, roles and responsibilities, and benefits and compensation, we create a detailed job description. Our team will meet with yours, either in person,  via Zoom or call , to ensure the role’s requirements are comprehensive and clearly defined.
  3. Search Strategy Creation
    We develop a targeted search strategy, identifying the sources most likely to yield the right candidates. This includes networking with industry contacts, leveraging our executive network and database, making original sourcing calls, and utilizing our extensive networks within our specialties and locations.

 

 
Phase Two: Search Implementation

In Phase Two, we put our strategic plan into action to attract and secure top candidates. This phase is broken down into three essential steps:

  1. Candidate Identification
    Our search team takes the client’s message to the market, contacting the targeted source list and leveraging our extensive relationships. We approach potential candidates confidentially, providing a detailed description that highlights key selling points and attractive features of the role to generate interest and enthusiasm.
  2.  Interviewing and Qualifying Prospects
    This stage is where Tangent West brings exceptional value. Using client insights, we apply advanced interview techniques and assessment tools to evaluate candidates’ credentials, motivations, and career goals. We thoroughly qualify their achievements to ensure they align with your requirements.
  3. Reference Verification
    We conduct an in-depth review of each candidate’s work history and character, gathering references from a variety of sources, including supervisors, peers, and direct reports. 

 

 
Phase Three: Candidate Selection

In Phase Three, we work closely with you to review, interview, and select the final candidates. This phase includes four critical steps:

  1. Qualified Candidate Presentation
    We provide a verbal presentation of each qualified candidate, followed by emailing their resumes to ensure you have all necessary information for initial review.
  2. Interview Management
    Our team coordinates all aspects of the interview process, including logistics and pre- and post-interview briefings with both candidates and clients. We can assist in preparing tailored interview questions for the client and, when beneficial, participate in interviews, whether in person or on Zoom.
  3. Final Candidate Selection
    We consult with you to review and assess the top candidates, providing insights and feedback to support your final decision-making process.
  4. Pre-Offer Preparation
    Before extending an offer, we reconfirm the candidate’s compensation expectations, discuss any potential counteroffers, and confirm start date availability and commitment to the opportunity. This ensures a high likelihood of acceptance when the offer is extended.

 

 
Phase Four: Offer Extension and Integration

In Phase Four, we ensure a smooth offer presentation, negotiation, and transition for the chosen candidate. This phase includes four key steps:

  1. Offer Presentation
    We present the offer to the candidate, outlining all components, including title, reporting structure, compensation, benefits, and start date. This clear communication sets the stage for a positive response.
  2. Negotiation Facilitation
    Acting as a mediator, we facilitate any necessary negotiations, always keeping the best interests of both the client and candidate in mind to secure a mutually agreeable final offer.
  3. Formal Acceptance
    We obtain a signed offer letter and support the candidate through the resignation process, including providing guidance on verbal and written notice, counteroffer avoidance, and transition planning.
  4. Transition Tracking
    We stay connected with the candidate throughout their resignation and integration process, ensuring a successful start within their new corporate environment.

Our structured approach in Phase Four ensures that the offer process is smooth, transparent, and leads to a confident, well-prepared start for your new hire.