1. Define the client company’s need:

• Consult with owners or hiring managers about job requirements, company information, and selling points for the position and company. 
• Offer consultation on salary level and attractiveness of position, then develop a recruiting plan.

2. Create recruiting plan that could include:

• Marketing via our website and other membership-only sites as appropriate.
• Direct contact with potential candidates and industry sources.
• Use of our research team to uncover more candidates, including passive candidates.

3. Contact and actively recruit candidates identified as potential matches:

• Enthusiastically present the career opportunity.
• Keep the hiring manager apprised of our progress.
• Qualify and evaluate candidates.
• Anticipate possible problems – counteroffer, relocation, non-compete contracts.

4. Arrange interviews for client company to meet candidates:

• Present summary of each candidate verbally and electronically, with confidential resume.
• Recommend appropriate interviews.
• Arrange each interview.
• Prepare candidate.
• Brief hiring manager.
• Debrief candidate and employer.
• Should we move ahead with this candidate? Why?
• Should we interview other candidates? Why?
• Should we maintain or change the direction of the search? Why?

5. Ensure a "right fit."

• Arrange subsequent interviews.
• Assist employer with assembling an offer that is likely to be well received.
• Present offer to the candidate.
• Negotiate the differences, if any.
• Counsel the future employee on resigning from his current employer.
• Confirm start date.
• Follow up with candidate and manager for the first 30 days and beyond.d a short description.