OUR PROMISE

Brianne Barack had a vision 20 years ago for a retained search firm that created an impact on “tier-one” professionals, and exceptional businesses, with integrity, accountability, authenticity and an earnest desire

to make a difference.

OUR PROCESS

IS CONSULTATIVE & RESULTS ORIENTED

We begin by measuring our client’s needs, aspirations and the market conditions.  Having the depth and breath of industry specific background and information available to advise,

we evaluate the candidate pool and then factor in the potential candidates expectations.

We are diligent when defining the position specification, to assure that we hit the ground running

with focus and complete client agreement. 

Candidates are evaluated against both the agreed-upon competencies and requirements

and their industry peers.  We provide detailed information to clients for the selection of an initial slate

of candidates.  We continue to manage the process during the interview stage,

gathering feedback and managing candidate expectations.

Understanding the corporate culture is what we do best, though we know that the culture can change l

ike the wind, we have to be adept enough to check in, to stay immanently aware of the subtle changes. 

Being aware of the shifts allows us to make a more accurate match to the needs of the organization

in real time, that will more directly be in alignment with the ongoing business needs.

The boutique structure of the firm, and my natural impatience for nonsense, affords us the opportunity

to short-circuit the process, in order so that we may efficiently and effectively draw conclusions,

exceeding the clients and the candidates expectations.

For our executive recruiting engagements, we help leaders define roles within their organization,

based on the strategic goals of the internal business unit, the overall goal

of the organization, and the competencies required to meet those goals

and compliment the culture of the enterprise. We then assess internal candidates

at the appropriate levels and review areas of the organization who have the specified experience

and competencies- to assess overall “bench strength” in light of recruitment, and succession requirements.

It is important to assess executives against their peers in the industry to insure that they represent

the best possible successors, rather than merely the best at hand.

Benchmarking provides and accurate gap analysis between existing competencies

and those demanded by the business environment, and between internal and external talent.

One of our primary roles is to work well with your people at all levels as a catalyst to deliver superior results.