Leadership requirements continue to evolve, but the need for high-performing executives remains constant. Identifying and attracting this talent requires a rigorous approach.

At Farell Finch, we combine deep industry and functional knowledge with a proven executive search and assessment process to help you find leaders who will have a lasting impact and best fit your organization’s unique needs.

Based on our relationships with the most sought after executives and insights into their leadership capabilities and career goals, we are able to attract the best candidates—those who have the ability to turn around a business, build high-performing teams or create a culture that fosters innovation.

Our Process

Our process is detailed and unique: we have a range of tools and proprietary techniques to conduct a rigorous assessment of a candidate’s track records, knowledge, abilities and potential. Our clients and candidates value us for our expertise, invaluable insight, advice, and commitment to their success.

Establish Search Priorities

Analyze the challenges unique to the organization and the role. Determine the skills, knowledge and abilities required, offering insight and fresh perspectives on how clients can think about their needs; when appropriate, challenge client assumptions and present alternative ideas for how to conceive a role.

Develop a customized position and candidate specification detailing the responsibilities, goals and key challenges of the position as well as the competencies required for success.

Determine the client priorities that will shape the search process.

Determine search strategy

Conduct a targeted research into companies and sectors to find those with relevant skill sets and qualifications, supplementing our extensive knowledge of relationships with board directors and senior executives across industries and functions.

Develop a long list of prospects best qualified for the role, with the goal of providing real options for the clients to consider.

Talk with third-party contacts to identify and qualify prospects; core to our approach, this preliminary referencing work makes for more productive and long-list discussions.

Attract and evaluate candidates

Approach potential candidates to test their interest in the role, drawing on our insights about candidate interests and aspirations to persuade strong prospects to consider new opportunities.

Conduct rigorous competency-based interviews with candidates based on the proven skills, knowledge, abilities and aptitudes outlined in the position specification.

Develop a short list of candidates with the qualifications and interest in the position.

Present most qualified candidates for client interviews

Present the most qualified candidates based on an in- depth written analysis and appraisal against the specification.

Drawing on informal external views on each candidate to confirm and enhance.

Complete the search our knowledge of the candidate’s achievements and track record, provide meaningful insight into past performance and reputation.

Complete the search

After the client has selected its preferred candidate, conduct thorough background checks and referencing to further assess competencies, strengths and weaknesses, and to provide external views of the individual.

Assist in negotiations over compensation and other terms to help finalize the search.

Communicate regularly with client and placement during transition.

Conduct client satisfaction survey to improve service and refine approach.

Periodically follow up with client and candidate once search is closed, checking in on the placement’s fit with the organization and the progress of the transition.