The Talent Trek

When a company, a potential client, engages Talent Trek for an executive search assignment, our objective is to gather comprehensive information about the company itself, its operations, products, and specific requirements for the position in question.

Upon receiving an inquiry, an assigned consultant, serving as the Account Manager for the company, promptly reaches out to the client’s HR and management teams. The purpose is to schedule a visit to the client’s offices, allowing for in-depth discussions to fully comprehend the position and, notably, to assess a critical element of executive search – the company’s environment and culture.

Simultaneously, we request a job description (JD) from the client. In cases where a JD is unavailable, our consultant collaborates with the client’s HR and management teams to develop one.

If both the client and Talent Trek decide to proceed, an MOU is executed, outlining mutually agreed-upon executive search fee rates and terms and conditions.

With the formal assignment of the position and a finalized JD, we expedite the search process. We initiate internal deliberations to identify target companies, key individuals in similar positions at those companies, and cross-reference our database for candidates who meet the position’s criteria. This process leads to the development of a shortlist.

Our ‘Due Diligence’ process commences at this stage. For shortlisted candidates, we conduct reference checks in terms of their integrity, attitude, and professional reputation, particularly regarding their successful delivery in their previous roles.

We arrange panel or one-on-one, face-to-face interviews or meetings with these candidates to evaluate their professional skills, grooming, potential, attitude, and communication abilities to assess their suitability for the position at hand. This helps us finalize a shortlist for submission to the client.

After submitting the shortlist to the client, the assigned consultant assists in coordinating introductory interviews.

Following the client’s selection, if requested, we provide support in negotiating the remuneration package. We can also offer guidance on the position’s external market equity if needed.

We maintain close communication and collaboration with the client until the appointed candidate accepts the position and joins the organization. Even after the candidate’s onboarding, we stay in touch with both parties to address any potential issues related to the candidate’s joining.