Transitioning - It takes Two-to-Tango: Phase IV
CEO & BOARD SEARCH
CEO & BOARD SEARCH
Our Search Process / Our Methodologies
Our Search Process / Our Methodologies
®
Phase I: Laying the Foundation for Success
Phase III: Identifying the Player
Phase II: The Search for Excellence
The Search & Rescue Group
SCHNEIDER, HILL & SPANGLER, LLP
SCHNEIDER, HILL & SPANGLER, LLP
®
®
SHS
SHS
®
®
Exceptional Insight / Exceptional Performance
Exceptional Insight / Exceptional Performance
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Phase III: Identifying the Player
Phase IV: Transitioning/On-Boarding - It takes Two-to-Tango
Phase IV: Transitioning/On-Boarding - It takes Two-to-Tango
At SCHNEIDER, HILL & SPANGLER, LLP we conduct business with clients on a partnership level of trust and respect. Our Firm is particularly concerned with the outcome for our efforts for all parties; and we're quite proud of and fully committed to continuing an outstanding record of performance and service to our clients.
To date, our Firm has never had an executive depart from a client, nor has the newly transitioned executive ever been released from a client for any reason - ever - within a thirty-two month period. Our Firm has continued our tradition for completing all client assignments undertaken to date and within a timely manner. Our gratitude is greatly appreciated and we recognize this achievement could never have been possible without our clients tremendous cooperation and immeasurable trust.
We understand the dynamics and dimensions required for short and long-term success for both client and the newly minted executive. Our Firm assumes the leadership role in orchestrating all activities that surround the search process and the assignment. We also include a thorough understanding of our client's operational, financial, and strategic issues along with the organization's culture. For those critical intangibles between the client we use our insights gained over the decades to determine which candidate will be an "appropriate fit" for client and the new executive.
At SCHNEIDER, HILL & SPANGLER, LLP we conduct business with clients on a partnership level of trust and respect. Our Firm is particularly concerned with the outcome for our efforts for all parties; and we're quite proud of and fully committed to continuing an outstanding record of performance and service to our clients.
To date, our Firm has never had an executive depart from a client, nor has the newly transitioned executive ever been released from a client for any reason - ever - within a thirty-two month period. Our Firm has continued our tradition for completing all client assignments undertaken to date and within a timely manner. Our gratitude is greatly appreciated and we recognize this achievement could never have been possible without our clients tremendous cooperation and immeasurable trust.
We understand the dynamics and dimensions required for short and long-term success for both client and the newly minted executive. Our Firm assumes the leadership role in orchestrating all activities that surround the search process and the assignment. We also include a thorough understanding of our client's operational, financial, and strategic issues along with the organization's culture. For those critical intangibles between the client we use our insights gained over the decades to determine which candidate will be an "appropriate fit" for client and the new executive.
We believe the undertaking of all our search assignments whether a client seeks an chief executive, a president, or an outside board member, it is our Firm's responsibility to focus, to dedicate resources and expertise, and to fully understand the urgency for which we are engaged. This serves as one of our guiding principles in our Firm's mission to successfully complete in providing "appropriate" solutions to our client and within a timely manner.
Our search practice approaches every client assignment with a conservative, systemic, yet, proven tract-record that incorporates an extensive identification/sourcing, behavioral evaluation, and in-depth background assessments are completed prior to our presentation for those candidates for serious consideration.
Our Firm views our role as locating and securing those "Players" who possess the "right stuff" and are "appropriately well suited" for the mission at hand.
One reads daily of the failed strategies and the executives wrongly hired because a company has overlooked a critical factor or two highly important if their to perform their function effectively. Unfortunately, even the best in their field are not always appropriate for every client situation merely because of their earned reputation in a respected area. It takes a mature board or hiring executive to recognize what is "best" and to understand that hiring their next CEO or COO who are truly "appropriate" is the best judgement that should pay dividends for their company's going forward.
As experts who practice our craft daily, we understand this fact all to well, and that is where we come in. Our research along with our vast experience concludes the wrong hiring strategy leads to additional problems, some even structural. Thus an entirely different set of solutions are required to correct this new situation.
While the basic fundamentals of every search remain the same, we thoroughly understand through each partners decades of search experience and exceptional insights that no two client searches are ever the same, and they truly are unique and requires customized strategies appropriate to each clients specific needs.
We believe the undertaking of all our search assignments whether a client seeks an chief executive, a president, or an outside board member, it is our Firm's responsibility to focus, to dedicate resources and expertise, and to fully understand the urgency for which we are engaged. This serves as one of our guiding principles in our Firm's mission to successfully complete in providing "appropriate" solutions to our client and within a timely manner.
Our search practice approaches every client assignment with a conservative, systemic, yet, proven tract-record that incorporates an extensive identification/sourcing, behavioral evaluation, and in-depth background assessments are completed prior to our presentation for those candidates for serious consideration.
Our Firm views our role as locating and securing those "Players" who possess the "right stuff" and are "appropriately well suited" for the mission at hand.
One reads daily of the failed strategies and the executives wrongly hired because a company has overlooked a critical factor or two highly important if their to perform their function effectively. Unfortunately, even the best in their field are not always appropriate for every client situation merely because of their earned reputation in a respected area. It takes a mature board or hiring executive to recognize what is "best" and to understand that hiring their next CEO or COO who are truly "appropriate" is the best judgement that should pay dividends for their company's going forward.
As experts who practice our craft daily, we understand this fact all to well, and that is where we come in. Our research along with our vast experience concludes the wrong hiring strategy leads to additional problems, some even structural. Thus an entirely different set of solutions are required to correct this new situation.
While the basic fundamentals of every search remain the same, we thoroughly understand through each partners decades of search experience and exceptional insights that no two client searches are ever the same, and they truly are unique and requires customized strategies appropriate to each clients specific needs.
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Atlanta
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