Client Charter

We will provide you with an accurate and candid assessment of our capabilities to perform your search.

Before agreeing to undertake any search, we would:

Verify that we have the resources, time, knowledge and expertise to handle your specific assignment.
Disclose any and all information with regard to relationships or circumstances that might create actual or potential conflicts of interest.
Disclose limitations arising through service with other clients that may affect our ability to perform the search assignment.
Define with you which part of your organization is the "client" (i.e. which subsidiary, division, department, etc.) and agree upon the period, if any, during which we will not recruit from the defined client organization.
Define the scope and character of the services to be provided and the fees and expenses to be charged for the services rendered.

This requires that you provide a full and accurate description of your organization, its business needs and culture, the position to be filled, and your criteria for the ideal candidate. If we cannot handle your assignment, we will explain why and then refer you to another firm better equipped to meet your needs.

We will dedicate a resource exclusively to conduct the search.

It is certainly within your rights to ask for and to receive full and open disclosure regarding our consultants and their ability to successfully handle the assignment, as well as the resources the we have available to support the consultant working on your project.

We provide a high-level consultative relationship.

"Retained executive search consulting" is defined as a specialized form of management consulting, conducted through an exclusive engagement and on a pre-determined retainer-fee basis. Its purpose is to assist your organization in defining executive positions, identifying well-qualified and motivated candidates, and selecting those best suited through comprehensive, quality assured search processes.

In addition to locating high quality candidates, we would also provide information and feedback that not only helps direct your search for executive talent but can also be used to run your business more effectively. This feedback includes:

Knowledge of the industry in which the search will be conducted, including availability of candidates, comparative assessments of those candidates, and remuneration levels.
General market research regarding how your organization is perceived in the market, what your competitors are doing, and what kind of recruiting strategies may or may not be working at any given point in time.

We will maintain confidentiality.

By its very nature, an executive search requires you to divulge sensitive information about your organization. We will treat any and all information you give us with the utmost confidentiality.

At the same time, we cannot conduct an effective search without making some information available to potential candidates. To protect your interests, we will :

Use confidential client information only for the purpose of conducting the assignment.
Disclose client information only to others within the search firm (who may be supporting the consultant on this assignment) or potential candidates who have a need to know the information.
Never use confidential information for personal gain or provide that information to third parties for their personal gain.

We shall demonstrate a clear understanding of the position, the company and the objectives of the search.

In order to conduct a successful search, we must have a crystal clear understanding of the position to be filled, the requirements of the job and your company's culture. Accordingly, you should insist on receiving a report that details our understanding of:

Your desired level and type of experience
The background, education and technical skills needed to successfully perform the position
Responsibilities of the position
Any interpersonal skills needed

We will proactively help you develop, modify and refine your own understanding of the position. Because the job description represents the bedrock of a successful search, you have a reciprocal obligation to notify us in the event any circumstances (either internal or external) require a change in the position or the type of person you're looking for. Any major change in search specifications may require a change in fees.

We shall provide you with regular, detailed status reports on the progress of the search.

Depending on the position to be filled, the availability of talent and a host of other factors, a successful search can take anywhere from a few weeks to several months. To keep you up-to-date, we would provide ongoing progress reports that include:

Target list of companies and candidates
The market response to the search
Obstacles to identifying or attracting candidates
Candidates currently being developed

We would update you regularly, either by phone, fax, e-mail, written report or some combination of all four.

We shall present qualified candidates who fit the position and the culture of your organization.

We would present you with a range of qualified potential candidates, whom we have thoroughly assessed and interviewed based on the following criteria:

Experience level and significant achievements relative to the position to be filled
Education and background
Intellectual, interpersonal and motivation competencies
Personal strengths and weaknesses with respect to the position to be filled
Perceived cultural fit
Interest in the position
Remuneration and financial expectations

In presenting candidates, either individually or in a "shortlist," we will discuss the interviewing arrangements and other issues that can affect the critical interviewing process. Immediately after you have interviewed candidates, we would solicit your comments and feedback and help you conduct comparative candidate assessment and analysis. We would complete and transmit to you the verification of credentials and reference checks.

If it becomes apparent that the search will take considerably longer than expected or that it may not yield an acceptable range of candidates, we will inform you as soon as possible and discuss alternative courses of action.

We shall help you negotiate with the final candidate, representing both parties with skill, integrity and a high degree of professionalism.

Once you have selected a final candidate, we will help you bring the candidate on board in a manner that facilitates a long and successful stay with your organization. This includes:

Acting as an intermediary between you and the candidate regarding compensation, benefits and other conditions of employment
Feeding back to you any reservations or concerns the candidate may have about accepting the position
Helping the candidate to assess the opportunity
Working with both sides to create a "win" for everyone

Although we represent your interests first and foremost, we are also sensitive to the needs and concerns of the candidate. To do otherwise significantly reduces the chances of a successful hire. In addition, representing both parties with integrity and professionalism ensures two important outcomes:

The candidate comes aboard feeling that he or she has been treated fairly
The search enhances your company's reputation in the marketplace

We shall provide you with a clear understanding of our replacement policy and other unusual situations that may arise during and after the search.

We cannot guarantee to fill your position or guarantee that, once placed, a new hire will stay with your firm. With that in mind, we would provide (in writing) an explanation of the firm's policy regarding possible outcomes. These include:

Our obligations and responsibilities to you should a newly recruited professional leave your company for any reason within an agreed period of time.
Your obligations to us should you hire a candidate presented during the current engagement for a position other than the assigned vacancy.
The conditions under which we can withdraw from your assignment or consider it sufficiently changed to start a new search.

We shall provide you with a reasonable level of follow-through after you have hired the candidate.

Seemingly successful placements can sometimes fall apart during the transition period. As a result, we would stay in contact with the new hire as long as necessary to ensure a smooth transition and help them settle into the new position.

3P Consultants - Retained Executive Search