Terra Search Partners' approach to executive search is consultative in nature; we work closely and communicate extensively with our clients and candidates along the way. We deploy a team of three professionals on every assignment – a Partner who manages the search and performs all value-add aspects of the search such as interviews, candidate assessment, client updates, references and compensation negotiations, a Principal who handles the lion’s share of the outreach on each assignment, and an Search Coordinator who is the high-touch manager of the process, including scheduling travel and interaction with the clients and candidates.

Searches tend to follow a similar rhythm and process, but there are often surprises along the way. Sometimes we liken search to the child's game of "Chutes and Ladders" – we aspire to win via the fastest route to the end-game, but sometimes get caught, through the vicissitudes of human nature, in a chute instead of a ladder.

In general, there are five phases of the search process as outlined below:

ORGANIZATIONAL CONSULTING

  • Meet with client to understand and calibrate organizational requirements for the position and corporate culture
  • Understand industry dynamics and current situation
  • Identify and understand role requirements and critical success factors
  • Develop search strategy and share with the client
  • Create position specification and obtain client concurrence

OUTREACH AND SOURCING

  • Develop targeted call list and overall search strategy. Utilize Terra Search database and external research to develop call list
  • Principal and Partner performs outreach to source potential candidates. Assess potential candidates
  • Assist in evaluating internal candidates (if any)
  • Weekly update calls with our clients during this phase of the search process

INTERVIEWING AND PRESENTING

  • Partner conducts in-person or video interviews with relevant candidates, performing competency-based assessment of each candidate
  • Terra prepares detailed written candidate presentations for client
  • Assist client and candidates in scheduling interviews and conducting a successful interview process
  • Continued update calls with clients and candidates

SELECTION AND PRESENTATION OF OFFER

  • Consult with client on candidate selection
  • Conduct 360-degree referencing
  • Understand and communicate candidate's concerns
  • Understand and communicate client's concerns
  • Assist in structuring offer and facilitate internal and external communications

TRANSITIION PLANNING AND FOLLOW UP

  • Assist in transition planning
  • Follow-up to assure successful transition