Because the best executive candidates typically are not looking for a new position, finding them takes the right approach. At Lane Partners, we employ a proven search methodology focused on identifying, qualifying and attracting only those candidates who meet our clients’ precisely defined needs. At Lane Partners, our success is measured not in the number of candidates we present, but in the quality of those candidates.
The Lane Partners Search Methodology

1. Discovery
We begin with a detailed discussion of your goals, objectives and strategies relating to the search. For new client relationships, we also meet with key stakeholders to discuss your organization’s culture, business, priorities and other issues that may impact the position. Based on this discovery process, we produce a detailed position specification that will guide our search.

2. Research
We conduct targeted industry and company research to identify the most qualified candidates. Using our proprietary database and personal contacts, we tap sources familiar with those companies and industries for informal views and opinions on individuals we have identified. On an informed basis, we ascertain which individuals are worth a closer look.

3. Contact
Once we determine that an individual is both qualified and interested in the role, we meet in person for further evaluation. Before presenting any candidate to the client, we also conduct an in-depth interview. Each candidate is assessed and validated against the position specification. A report and recommendation are prepared for the client with our assessment of each candidate’s fit against the specification. Throughout the process, we continue to seek informal external views to confirm and enhance our knowledge of the candidate’s achievements and track record, prior to client introduction.

4. Selection
Once we assemble a short list of qualified candidates, we arrange and schedule client qualification interviews, guiding and assisting our client throughout the interview process. We debrief both the client and the candidate after each step. At this stage, we act as a sounding board, providing unbiased input. Once the client has selected a preferred candidate, we conduct thorough referencing to confirm competencies, strengths and weaknesses.

5. Negotiation
In most cases, we assist our client with offer preparation and negotiations. Note that we discuss compensation with the candidate finalist early in the process, in order to align expectations, avoid misunderstandings and ease negotiations. Once a deal is in place, we courteously inform unsuccessful candidates.

6. Transition
We stay in contact with our client and the new hire to assist with the transition phase. We stay engaged well after the initial start date to ensure a successful placement.