A reflection of Avery Associates' success in Executive Search is the loyalty of clients who have returned to Avery each time they have a need to fill a key executive position. Invariably, they point to Avery's experience and personal approach to understanding the client's need as the key to success. "The key is digging deeper to make certain that the final candidates that we present to the client will fit the style of the organization and can move quickly and efficiently to become a contributing team member," says Avery Executive Paul Kimura.

That fit can come only if the search firm spends time up-front to understand the client organization, its goals and direction, its needs, its culture and personality, its problems, and its concerns for the future. The Avery executive team member with whom you work will direct your search, heading a team of Avery consultants and senior consultants specialized in search management operations. Your Avery executive will be "hands-on" throughout the search process, including interviewing potential finalists face-to-face.

Another Avery advantage is its candidate pool. Over the years, the firm's leadership team has helped numerous executives and potential executives find positions of increasing responsibility in the not-for-profit and public sectors. During these processes, Avery executives have become familiar with many prospective candidates -- as well as candidates who call on Avery independently seeking a more challenging position.

A key difference between Avery and other firms, however, is that we continually seek out new candidates. Some firms continually parade their stable of candidates for every open position. If we already know an excellent candidate, we will include that individual in the process; however, we take pride in finding the new candidate who's just waiting to be discovered.

The Avery Search Process

UNDERSTANDING THE CHALLENGE
Avery's search process begins with developing a thorough understanding of your organization and the open position. Agency professionals learn the functions and workplace environment, including its people, responsibilities, issues, and customers...and exactly how the position fits within the organization. This understanding leads to development of a job description and defines the assignment, which is to find the best possible match for the job and for your organization. This thorough process has proved to be an exceptionally successful one, and it's a key factor in Avery's being the leader in leadership search.

SEARCH STRATEGY
Avery Associates has built its reputation for success on a sound strategy for identifying, developing, and presenting a slate of strong candidates for client review. Not only does Avery have a strong candidate pool developed over years of serving both public and private sector organizations, it also is skilled at identifying and developing new candidates through its extensive network of organizational and institutional contacts. Beyond that, Avery understands the process for finding new candidates and the processes needed to determine their potential and their interest level in the position. This is done with careful placement of targeted recruitment ads and the distribution of customized marketing literature. Avery's marketing approach is both directed and appealing, presenting the client's opportunity in a most positive fashion.

CANDIDATE EVALUATION AND ASSESSMENT
We get to know our candidates first through their resume, and then by phone and email contact. We also go through a thorough interview process with several of the candidate's references. Your Avery executive then conducts a series of face-to-face personal interviews with potential finalists. During these confidential interviews, each candidate is evaluated on experience, skills, management/interpersonal style, personality, and organizational "fit" based upon an interview format developed specifically over the years to bring out direct and revealing answers from candidates.

CANDIDATE INTRODUCTION AND INTERVIEWS
To assist the client, the Avery search team prepares an extensive briefing report that presents the recommended finalists. Information includes: summary sheets of each candidate's qualifications, candidate resumes and accomplishments, Avery's assessment of interviews conducted with candidates' references, and a comprehensive written assessment made by the Avery search team of the degree to which each finalist is a "match" for the position. Avery coordinates and schedules client interviews, provides any additional information that may be needed, and assists clients with interview preparation, if requested. The Avery search team will be present at the interviews to assist the client and observe each finalist during the process. In this way, your Avery team serves as a "bridge" between you and each finalist. It also enables the Avery team to evaluate its own performance and to provide meaningful feedback to runner-up candidates. Avery professionals maintain contact throughout the process, assess any issues that may affect closure or hiring, and notify candidates who are not selected.

NEGOTIATION AND CLOSURE
Once a final selection has been made, Avery will serve as an intermediary to bring about agreement and facilitate closure, if requested. This may involve a variety of negotiations ranging from salary and benefits to relocation to job title and job responsibilities. Once the match is made, our exposure suggests that Avery -- as a third party -- is able to represent the client to the top finalist and vice versa without building any unnecessary tension between the two. This valuable service is included as part of the standard fee forservices. Following client interviews, the Avery team will conduct any additional or final references, or, if requested, facilitate background checks through a specialist agency for an additional fee.

FOLLOW-UP AND GUARANTEE
Because the success of the placement is of paramount importance, your Avery search team will follow up the hiring to evaluate the process and its results. In addition, Avery offers a one year guarantee on its search results.