Client Services
Choose your area of interest.
Global Reach
The Recruiting Process
Evaluating Candidates
Presenting Candidates
Relocation Services
Finding the qualified skilled professional or right leaders is crucial for everything else you do.
The need to strengthen strategic positioning, effective leadership and organizational stability has never been more acute.
Sanford Rose Associates® is ideally equipped to assist you in these endeavors.
We offer the analytical skills to assess the needs of your organization and evaluate relevant trends. The vision to explore innovative connections. The initiative to go several steps further, should the need arise. And the intuitive ability to know when the chemistry is right.
Matching the right individuals to your organization's culture, positioning and strategic plan are just as critical to achieving your long term goals. Recruiting top quality leaders or skilled professionals for today's world requires no less.
Global Reach
Sanford Rose Associates - Spain has consulted with clients across the industry spectrum - from law and finance to technology and telecommunications, from government to nonprofit - to identify and implement opportunities for strategic change.
It is the integration of this varied expertise that breeds innovative solutions. And that sets Sanford Rose Associates® apart. We offer a multidimensional approach to organizational growth and development. One size fits all strategic planning simply makes no sense.
Whether you engage us to develop a new leadership team or to help you plan a total programmatic realignment, we look beyond the easy or obvious answers.
We analyze your specific goals. Take the measure of all your assets and the competition you face. Map out a plan of action. Then help you carry it out.
The Recruiting Process
Data is compiled both verbally and in writing with the client and a written Dimensional Search is prepared. Through extensive research and interviews with the client we assess the style of the current leadership as well as invest time in clearly understanding the culture of the company. It is mutually understood exactly what the experience, skill sets and management style of the candidate needs to be for the role.
This is all compiled into a completed Search Assignment Profile that must be signed off by the client as a written understanding of both the role and expectations for the specific search. The Search Assignment Profile is a critical instrument that is used as the guidelines to measure an individuals candidacy against. Back to top
- Search Strategy: During this phase of the process we determine the time lines and calendar the Search Process, create the Recruitment Target List of source candidates and companies, build a fundamental competency model, and begin conducting our Preliminary Research on the sources. It is critical to the process that we map out each step in the process and agree on timelines with the client to assure mutual understanding and expectations.
- We prepare a Target List of source companies for the Client to review and make any necessary adjustments too. Once the client signs off on the Final Target List of sources, we generate a specific list of individuals to contact. This list is compiled from various sources ranging from our proprietary data base to extensive networking inside of the source company to determine the qualified prospects. Back to top
Evaluating Candidates
Talent sourcing: During the Talent Sourcing phase we Identify Candidates, begin Preliminary Candidate Screening, and determine Potential Candidates Matched to the specific position and cultural profile. In most cases Talent Sourcing involves calling literally 100 or more qualified prospects and presenting the opportunity we are representing. During these calls our primary objective is to generate an interest by the individual to be amenable to confidentially explore the opportunity.
Most people are always interested in bigger and better opportunities for themselves, so most people are at least willing to listen. If the prospective candidate volunteers themselves, we conduct a preliminary phone screen, collect a detailed resume and set up a follow up discussion. If the prospect is not interested for any reason, we have them recommend multiple qualified individuals that we can confidentially discuss this opportunity with and add those individuals to our prospect list.
Talent screening: During this step we conduct extensive Competency and Cultural Fit Interviews and begin making Preliminary Reference Checks on viable candidates. Once we determine a potential mutual interest we engage in a more in depth exchange of information. During this process we verbally share the details of the Search Assignment Profile with the candidate and discuss each and every line item with them to determine a mutual fit. If a mutual interest is maintained, we begin conducting Preliminary Reference Checks. We conduct these Preliminary Reference Checks with people we know can validate the candidate’s qualifications and can attest to their management style and stated accomplishments. Back to top
Presenting Candidates
Candidate On Boarding. With the cooperation of the client, Comprehensive Benchmarking is done, verbal and written Offers are Negotiated, and Resignation and Counter Offer negotiations are gone through. Finally a written offer and acceptance is done.
Now that much of the hard work is completed and all of the candidates have been interviewed, it’s decision time. At the end of the day, the primary responsibility of any executive is to make a decision. With the client we benchmark the candidates and make a hiring decision. This decision is arrived at through countless steps in the process, some of which are outlined in this search process presentation. Once a decision is made, an offer is negotiated and formulated between us and the client. The offer is extended and accepted both verbally and in writing. We professionally release the remaining candidates. A start date is established and the deal is almost complete.
We further discuss the resignation process with the candidate, assist in the drafting of a resignation letter and discuss the realities of counter offers and everything else they will experience during the resignation process. We coach the candidate through the resignation, keeping the client apprised of each step along the way. The candidate begins work and we ask the client where else in the organization can we be of service? Back to top
Relocation Services
When needed, we can provide relocation assistance through our business partnership with a worldwide relocation service assisting with the sale of a new employee's existing home, providing cost-of-living comparisons and helping him or her find a home and the new location. Back to top