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J. Tedesco & Associates is committed to the best industry practices for executive recruiting, leveraging sound planning, strategic thinking, and combining the art and science of search. Below is a step-by-step guide that outlines how we conduct an effective assignment.

Stage 1 - Ask, Listen, & Learn

We interview the hiring committee to understand the objectives of the position. We familiarize ourselves with our client's products/services, news, and company culture. We combine that knowledge with market analysis to build a target candidate profile and search strategy. Research shows that the weakest link in an efficient search process is defining the success criteria in the position profile. We ask the right questions through a partner-led search model that delivers quality from start to finish. 

Stage 4 - Pre-Qualification

Through email and phone outreach, we systematically work our way through the contact list to pre-qualify them. We conduct a progress update with the client no later than the third week. At this point, we will suggest if any changes should be made to the candidate requirements and discuss initial findings. We may suggest that some candidates be interviewed by the client at this time.

Stage 7 - Leadership Assessment

After the finalist candidates have been identified, we can bring in a third-party leadership assessment provider through our partnership with two global leadership assessment consulting firms. This provides an unbiased perspective and an additional data point on those candidates.

Stage 2 - Search Design

We construct a detailed and fully customized job description to demonstrate our knowledge of the assignment and to steer the search. In addition, we create a proprietary assessment that is unique to each assignment called the "candidate checklist" that will be used to qualify individuals. The checklist and a supporting summary report accompany the resume as candidates are presented to the client's hiring team. We review these documents with the client and begin the search process.

Stage 5 - JTA Interviews

We continue to efficiently interview candidates from the contact list as well as any new client referrals. After interviews, candidates' credentials are presented to the client. The window of opportunity to retain a candidate can be small, so instead of waiting several months to present several candidates, we prefer to present them as they surface. This ensures the greatest quality hire for the client.

Stage 8 - Offer & Negotiation

Once a top candidate is identified, we sensitively monitor the offer and negotiation process until an offer is accepted. This is often where our greatest value is recognized. Concurrent to the offer and negotiation, we provide an optional  detailed reference check and due diligence practices. 

Stage 3 - Research

We combine the industry's best research methods and networking to build a finely tuned contact list. Half of the contacts for each search come through our database and client referrals. The other half of the contact list is developed through original name generation. This process allows us to reach a high percentage of passive job seekers. Those are individuals who are currently employed and not submitting their resumes online. Those are the candidates our clients pay us to find.

Stage 6 - Client Interviews

We remain heavily involved during the client interview process to bring the most value to the hiring team. We assist with scheduling, designing, and facilitating interviews for a seamless talent acquisition process. Once each interview is conducted, we assist the client's decision makers in assessing their interest in the interviewed candidate to make the most informed decision moving forward. 

Stage 9 - Offer Acceptance

After the offer is accepted, we begin to phase out of the loop so that the appropriate bond can be established with the new hire and the employer. During the process, clients sometimes ask for more or less involvement. Either way, we work as partners to develop the right strategy client's requirements.

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