From our in-depth client meetings when we meet to debrief on the assignment, to the final presentation of our short list, candidate selection and offer negotiations, Loberto & Associates pays attention to the small things that can make a big difference.

When embarking on a new search, we like to invest enough time to meet all the influencers, adequately scope out our understanding of the situation, and fine-tune our search strategy. Our knowledge of the mandate is demonstrated by crafting a detailed General Overview/Position Outline, which articulates major responsibilities and highlights key priorities. Anything less, we believe is a compromise.

We will speak with a large sample of potential candidates (40+ typically), most of whom are currently employed, because those individuals are going to make objective, informed and non-emotional business decisions should they conclude that a move to our client firm makes sense. Our personal interviews are thorough; our written Progress Reports and Candidate Evaluations are detailed and add value in that they provide clients with our reasons for presenting a candidate. Our evaluations also isolate any potential issues or concerns the candidate may want to have addressed in the client interview.

We ask a lot of our candidates, often challenging them to compose business cases (called “Candidacy Statements”) highlighting their qualifications, illustrating whether they have grasped the key issues of the mandate and compelling them to make a clear connection between their skills and experience and our client’s needs.

We assist with sensitive and sometimes complex compensation negotiations, are strong advocates of confidential reference audits (which we will facilitate), and play a proactive consultative role in helping new hires successfully resign and transition out of their current situation.

The process is rigorous, because it has to be.

A solid reputation in the executive search business can only be built over time by consistently providing superior results and excellent client service while always acting honestly and ethically. At Loberto & Associates, we ensure that all of our interactions with clients and candidates are handled in a highly professional and transparent manner. We realize that how we handle our candidates impacts not only our own reputation; it also affects how candidates view our clients. Many of our former candidates are now clients – a testament to how we treat people. This, in our opinion, is the biggest compliment a search firm can receive.

In addition to being a strategic management tool, a well-executed executive search can reflect a client’s image and values. The manner in which an executive search firm represents an organization (how it conducts each stage of the search process, how the consultant interacts with candidates, and how compensation negotiations are handled) is ultimately a reflection of that organization. At Loberto & Associates, we believe that each search presents a powerful public relations/communications opportunity and, as such, we take every opportunity to reinforce and enhance our clients’ established image and market positioning, at every stage of the process.

We build client commitment by delivering exceptional personal client service. From the initial needs analysis to candidate assessment and evaluation, our progress reporting process sets the industry standard. This can take the form of detailed written progress reports and/or a commitment to regularly scheduled verbal project status updates.

Every candidate approached is handled with tact and professionalism. Our candidate relationships are distinguished by forthright and candid discussions, absolute confidentiality, and a commitment to honesty and respect for the candidate and their time. At the conclusion of every search, candidates receive a letter explaining the outcome of the project and thanking them for their time and interest. It is simply the right thing to do.