Candidate Identification: By various methods involving various proprietary databases, professional networks, and industrial agents, the company can find candidates who are a good fit for a given job description. This might involve contacting passive candidates who do not look for other positions actively.

Screening and Evaluation: An executive search firm does the initial screening and testing to check the qualifications, experience, and cultural alignment of the candidate with its client’s organisation. This might also imply an evaluation of resumes, interviews, and the assessment of candidates’ skills and competencies.

Presentation of Candidates: The next step is to make a list of candidates, review them and then give the short-listed candidates to the client. The personal attributes of the candidate, such as their name, seniority, qualifications, and capability of delivering the position, are presented clearly to the client.

Facilitating Interviews:  The firm is engaged in agenda-setting, schedule arrangement, and meeting between the customer and interviewees, and delivering feedback to both the parties involved throughout the process.

Screening and Evaluation: Following the selection of the candidate, the company assists the individual in negotiating employment terms such as salary, benefits and a start date. Also, they can help during the onboarding period to guarantee a smooth transition for the executive to settle in.

Follow-Up and Support: The company may also offer client and candidate support even after the interview process has been completed. It is to secure satisfaction and address any problems that can arise during the transition process.