Turley Consulting schedules an initial appointment with the prospective client.

We research the prospective client and any rumors or concerns in the marketplace that could impact future recruiting efforts.

The initial appointment is conducted and we take time to learn more about the company and the skill set and personality desired.  We also coordinate interview schedules and set placement deadlines.  If any concerns or rumors were discovered during our initial investigation, we address those items at this time.

We develop a preliminary list of the top executives currently employed in the industry and share that roster of potential candidates with the client in order to compile a shortlist.  We also request feedback or suggestions so that we can deliver precisely what the client is seeking for their critical opening.

Our search firm contacts all the candidates that passed the initial screening.  During our conversations, we “sell” the opportunity and learn more about the candidates, including their compensation and motivations.

As we begin to receive resumes, we review the professional background of candidates to determine if they should move forward in the process.  We also follow-up with the candidates to gather more information.

We compose a professional assessment of each candidate and forward this analysis along with the candidate’s resume(including compensation history) to the client.

Clients inform us of which candidates that they would like to speak with and we coordinate the initial interview.

Shortly after the initial interview is conducted, we reach out to the client to receive their feedback as this is the optimal time to discuss the candidate’s strengths and weaknesses.

We then proceed to contact the candidate to determine their first impressions.  Afterwards, we compile all of the candidate’s comments and send them to the client via email.

Conduct further research and background screening into candidates that are progressing through the interview process.

Trial close candidates on accepting any potential offers.  For those individuals who are unable to say “yes”, find out what is holding them back from accepting an offer.  If they lack interest, enthusiasm or simply want too much money, advise clients that these individuals should be withdrawn from the process.

Organize subsequent and final interviews.

Discuss and coordinate the presentation of the offer sheet.

Prepare candidate for the job offer while managing expectations so there are no surprises or disappointments. Also , insure that the candidate will not leverage the offer to get a better compensation package with current employer.

Present the offer to the candidate with a definitive deadline for acceptance.

Upon acceptance, consult with the candidate on resignation protocol.

Offer candidate assistance in finding the best real estate agents, schools or other necessary relocation resources.

Follow-up offer placement to insure smooth transition.

Search consultants with executive level experience.  In comparison, many retained search firms assign recent college graduates with the task of contacting candidates which is problematic because they don’t have the polish or experience to “close” top executives.

Our technological expertise allows us to research candidate’s at a far more in-depth level. Additionally, our advanced skill set in research provides us an ability to connect with candidates far easily than search firms that rely on outdated methods.

We never use job board posting sites as our candidates are entirely sourced from the top companies in the industry.  As a result, we present people to companies that they never would have had the opportunity to meet otherwise.

We don’t used flawed methods such as job descriptions as research shows top performing executives find “applying” to a job description demeaning.  Also, job descriptions portray companies as selfish and insensitive as they only provide a checklist of all the company demands.

There is intense competition for the best talent.  The companies that partner with Turley Consulting are getting the best “closers” in selling their opportunities.  Furthermore, companies that are sending their human resources staff or functional managers to compete with us for talent are constantly losing because those individuals are not sales experts.

Due to our extensive experience in sales and recruiting, we are able to control the process so that we have a 98% offer acceptance rate. So often companies invest significant time and money into candidates only to have their offer rejected at the last minute.  This happens because the company did not control the process and failed to trial close the candidate throughout the process.

Our average executive search takes 41 days to close where a San Francisco company typically take 117 days to reach the offer and acceptance stage.