Search methodology
Ten steps, documented, from engagement to onboarding
Retained search runs as structured research. Each phase states what we need from you, what we do, and what you receive at the end of it.
The method
What happens, in order
Timelines are agreed per assignment. We do not publish standard durations, because a number set before the market is mapped is a guess.
- 01
Client engagement and planning
We start with the business and the mandate, not the job description.
View inputs and deliverables
You provide
- Access to the hiring executive, board or nominating committee
- Strategy context, structure and the reason the role exists now
- Any internal candidates already under consideration
HCP One does
- Understand the organization, its market position, financial context and culture
- Agree what the appointment has to achieve in its first two years
- Define reporting lines, mandate, decision rights and stakeholders
- Test honestly how the opportunity will be received by the market
Output
- An agreed engagement plan, timeline and communication cadence
- 02
Candidate profile and sourcing strategy
A written success profile and an agreed search universe before any outreach begins.
View inputs and deliverables
You provide
- Sign off on the success profile
- Agreement on target sectors, geographies and exclusions
HCP One does
- Build the candidate profile against measurable competencies
- Prepare candidate-facing opportunity materials that stand up to scrutiny
- Draft the sourcing strategy: sectors, geographies, company types and off-limits organizations
- Apply regional, industry and functional expertise to the sourcing plan
Output
- Success profile, position specification and a documented sourcing strategy
- 03
Search universe and market mapping
The universe is defined and then mapped systematically, not skimmed from a database.
View inputs and deliverables
You provide
- Feedback on the emerging map and on any organizations to add or remove
HCP One does
- Confirm the boundaries of the search universe agreed in step two
- Systematic mapping of that universe by the research team
- Peer benchmarking of role scope, structure and compensation
- Early signal when the profile or the proposition needs adjusting
Output
- A documented, mapped search universe and a peer benchmarking view
- 04
Research and market intelligence
Structured research that becomes intelligence you keep after the search closes.
View inputs and deliverables
You provide
- Availability for periodic progress and intelligence updates
HCP One does
- Identify and qualify individuals within the mapped universe
- Gather continuous market feedback on how the opportunity is landing
- Track competitor moves, compensation signals and talent availability
- Refine the target list based on what the market is telling us
Output
- A qualified target list and a running market intelligence summary
- 05
Screening and competency evaluation
Competency-based assessment against evidence rather than impression.
View inputs and deliverables
You provide
- Clarification on priorities where two strong profiles differ in shape
HCP One does
- Examine qualifications and validate past performance
- Assess motivation, drivers and reasons for considering a move
- Evaluate strengths, development areas and cultural alignment
- Test each candidate against the agreed success profile
Output
- Structured evaluation notes for every candidate taken forward
- 06
Candidate reporting and recommendations
A shortlist you can take to a board with the reasoning attached.
View inputs and deliverables
You provide
- Review of the slate and agreement on who to meet
HCP One does
- Present qualified candidate profiles with written consultant assessment
- Compare each candidate against the success profile and give a clear recommendation
- Report market reaction, including who declined and why
- Agree the interview approach before meetings begin
Output
- A documented shortlist with written rationale per candidate
- 07
Candidate meetings and feedback
We run the process so that momentum is never lost.
View inputs and deliverables
You provide
- Interviewer availability and timely feedback after each meeting
HCP One does
- Facilitate and schedule interviews across all parties
- Collect structured feedback from the client panel and from candidates
- Monitor candidate interest, alignment and any competing processes
- Adjust the plan quickly when the market tells us something different
Output
- Consolidated interview feedback and an updated view of the slate
- 08
Formal references where legally permitted
Formal reference checking where legally permitted, conducted with rigor.
View inputs and deliverables
You provide
- Any specific areas the panel wants tested through references
HCP One does
- Structured references against the competencies that matter for the role
- Referees agreed with the candidate and approached at the right stage
- Consistent documentation for governance needs
- Findings reported openly, including anything that gives us pause
Output
- A written reference report, where references are legally permitted
- 09
Compensation and offer negotiation
Advice grounded in benchmarks, on both sides of the table.
View inputs and deliverables
You provide
- Offer parameters, approval path and any constraints
HCP One does
- Benchmark compensation, benefits and incentive structures
- Advise on an equitable and competitive offer
- Manage expectations on both sides before an offer is made
- Support through counter-offer and notice period risk
Output
- A benchmarked offer recommendation and a managed offer process
- 10
Closure, transition and onboarding support
The assignment ends when the appointment is working, not when it is signed.
View inputs and deliverables
You provide
- An internal onboarding owner and a first period integration plan
HCP One does
- Support through acceptance, documentation and transition
- Integration planning with the hiring executive or board
- Check-ins with both parties through the first months in role
- A long-term view of cultural alignment and retention
Output
- Transition support and scheduled post-appointment check-ins
Before the first call
Prepare for a discovery conversation
Work through the points that apply to your engagement type. Your notes stay on this device and can be printed.
0 of 11 points prepared. Your progress stays on this device.
Reporting line, team size, budget owned and the mandate the leader is being hired to deliver.
Where you would like us to look, and where we must not approach.
Base, variable, equity where relevant and the flexibility available for an exceptional candidate.
What has to be true for this to be worth doing. Describe the result, not the job title.
Who signs off, who interviews or reviews, and who has to live with the outcome.
Whether this is exploratory, planned for the coming quarter or already urgent.
Onsite, hybrid or remote, and which countries or time zones are acceptable.
A range is enough. It helps us tell you early if the market matches the expectation.
How many stages, who is involved and how quickly feedback can be returned.
Background checks, right to work, data handling, regulated environment requirements.
How you will judge the engagement at 30, 90 and 180 days.
Start here
Run a search this way
Bring the mandate and the constraints. We will scope the success profile and the search universe before anything is committed.