Harvard Group International has built the company around processes designed to identify, qualify, and recruit these leaders. Harvard Group International consistently maintains a high level of quality, attention to detail, and timeliness by organizing and executing an executive search project in the following manner:

Client Consultation and Situation Analysis
Prior to the start of an assignment a Harvard Group International Senior Partner will meet with the client to discuss the current situation, the organizational structure, the position, and the issues to be solved through outside recruitment. Specifically, we will focus on determining the search specifications, the company's strengths and weaknesses, the cultural issues, and the position's impact. During every search we assess how the assignment will support growth and profitability for our clients, versus just filling the position.

Assignment Confirmation and Position Specifications
The Assignment Confirmation defines work to be accomplished, time constraints, fees, and the client/firm relationship. The Position Specification describes in detail the company and its culture, the challenge at hand, reporting relationships, exact responsibilities, specific duties, and minimum and ideal qualifications. During this phase, a "Target List" and a set of "Critical Criteria" are developed to be used as the first tier evaluation criteria to screen out candidates that do not absolutely meet all technical and management requirements of the position. This Specification can be written to keep the identity of the client highly confidential as required.

Original Research and Analysis
After the Position Specification is developed and approved by the client, a research and recruitment team is selected at Harvard Group International and a "Project Launch" meeting is implemented. After this team has a complete understanding of the client's objective, the project is launched.

Real Time Research Methodologies
In order to meet our objectives of identifying and attracting only "Best-ln-Class" candidates for a given assignment, each project begins with an original research strategy. This includes in-depth market research and analysis to identify and qualify individuals by industry segment, functional expertise, and specific areas of contribution. This process singles out organizations and targets those individuals specifically responsible for leading and achieving ongoing organizational performance. Harvard Group International's Research and Recruiting departments make a concerted effort to attract exceptional women and minority individuals and present a diverse group of candidates for every search. As a result, approximately 30% of our successful candidates have been "Best-ln-Class", women or individuals from other diverse groups.
 
During the initial screening, our recruiters ask a series of questions intended to screen out under-qualified candidates. We use a proprietary interviewing template, which is often customized for each project. Appropriate potential candidates are then referred to the managing Senior Partner, who performs a second, more in-depth evaluation via phone. The Senior Partner evaluates the candidate's accomplishments, career directions, aspirations, and management style against required success factors for the position under consideration. All salary and relocation issues are completely discussed with the candidate, and specific consideration and attention is given to "cultural" factors. As required, before any meaningful information is shared with the potential candidate, he/she signs a confidentiality agreement with Harvard Group International.

Candidate Evaluation and Assessment
After an in-depth performance analysis is conducted, the candidates are ranked based on the key requirements and experience qualifications, and full progress is reported to the client.

In Person Candidate Interviews
After the candidates have been qualified, the managing Senior Partner will interview the leading candidates for the position to evaluate their performance relative to the position specifications, their communication and interpersonal skills, and their executive appearance and presence. Concise reports are submitted to the client on final candidates that define strengths and limitations relative to requirements. These reports include detailed career summary listing employment dates and titles, quantifiable results, personal requirements, education, and compensation information. Qualified and interested candidates are then recommended for in person meetings. Harvard Group International has presented a "Best-ln-Class" slate of candidates to our clients within 30 work days of finalizing the specification in over 90% of our search projects.

Internal Candidate Assessment
During the course of the search, a consultant will personally interview and assess any qualified internal candidates that the client wishes to present for a position. This usually takes place during the interview phase and can be constructed in such a way as to allow the internal candidate to know that he/she is being fairly and honestly assessed against the "Best-ln-Class" outside candidates. These candidates will be assessed in the same manner as the outside candidates, and full reports will be submitted on all candidates.

Reference checks
Custom-tailored, penetrating and insightful reference checks are developed through present and former superiors, peers, subordinates, customers and other appropriate sources. Consultants will conduct an initial reference check prior to the interview and at least two further reference checks on candidates will be conducted prior to any second interview or final offer.

Offer Assistance
Senior Partners responsible for the project will typically assist in developing a remuneration package that is fair and attractive to both parties. Harvard Group International compiles a summary of compensation packages on individuals in comparable positions and has substantial experience in constructing employment agreements should it be necessary. In order to minimize the need for excessive negotiation, a Senior Partner typically communicates the proposed offer. When verbally accepted, the client will confirm the offer in writing.