Answer: Our search and
consultation process consists of six distinct phases.
Here is a summary:
SCOPING.
During the scoping phase, we seek to gain a broad understanding of our
client organization and its direction as well as a clear focus of the leader
it seeks.
RESEARCH.
In the research phase, we develop theories of where to find ideal candidates
with the skills, philosophies, talents and experience the client seeks and
create lists of organizations and experts who may be resources in
identifying them.
NETWORKING.
As a result of conversations with various individuals during the networking
phase, we gain valuable information about the market and similar positions
at other organizations, and develop a list of potential candidates.
IDENTIFICATION
AND SCREENING. We conduct short conversations with potential
candidates to discuss the opportunity and determine those individuals to
interview extensively.
INTERVIEWING AND
COMPREHENSIVE REFERENCING. We present a pool of candidates, with
detailed written analysis of each person and a report of our extensive
reference verification.
SELECTION AND
NEGOTIATION. Since making a choice among many excellent
individuals can be challenging, we support clients in making a decision by
offering standards of evaluation and in negotiating compensation.
Throughout the search process, Boulware
maintains regular telephone contact to report progress, and provides written
status reports. Following the process, we follow-up at six and twelve month
intervals to make sure that the placement is a successful one.
For a more
detailed description of this six-phase process, Please visit
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Answer: We work with a 90-day timeline on most of our
searches, or about 13 weeks. At times the process takes a few weeks less,
and sometimes the process takes longer. Factors as varied as stakeholder
unavailability for interviews, client internal approval processes on
position descriptions, changes in the strategic nature of the position
itself, and constraints on the interest of potential candidates such as
salary and benefit restrictions, or unfavorable publicity about the
organization or the location can lengthen the time required to resolve the search
process. We refer to our work as a Craft, because it is part Art, part
Science. It is always unique, and always tailored to the specific needs of
the client.
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Answer: Our full-search guarantee protects you: if a Boulware
Group hire should leave or be terminated for any professional reason within
one year from the date of hire, we reopen the search and replace the person
for no additional fee.
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Answer: Although we function as a team and consciously seek
and utilize input from all staff members, our leader is Christine Boulware.
Chris is personally involved in every search, directing our research,
stimulating our thought processes, consulting with the client and networking
tirelessly every day. From time to time we outsource specific functions of
the six phase search process, functions that can productively be performed
by highly qualified search professionals working under contract with us.
Examples of outsourced work include the writing of position descriptions
based on detailed notes from our scoping interviews; research networking
calls designed to develop an initial pool of qualified candidates for more
intensive scrutiny; reference interviews held with finalists’ peers,
subordinates, and supervisors; and background and criminal checks.
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Answer: Our standard fee is 1/3 of the actual starting salary
of the successful candidate, plus expenses.
We bill the fee in three
monthly installments which are based on the estimated mid-point of the
salary range anticipated for the position. Our fee would be adjusted at the
end of the search to reflect the actual first-year’s cash compensation. We
include in the initial invoice a one-time fee of $550 to cover routine
administrative overhead expenses. We normally expect payment upon receipt
of invoice.
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Answer: Christine Boulware will interview you over the phone,
and sometimes a personal visit will be required in order to assess your
specific need.
We will develop and send to
you a written Letter of Agreement in which our terms are specifically
detailed. Your signed approval and return of a copy of this document begins
the search process, which we then follow according to the six phases of our
search methodology.
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Answer: Although we have indeed advertised specific searches
in any and all of these media, our most typical search is done without such
advertisements. We have found that while some clients are legally required
to publicly advertise their openings, and others expect such an approach and
would be disappointed without it, in the vast majority of searches such
advertisements are not productive of outstanding candidates for leadership
positions. We are looking for leaders, for successful, highly accomplished
achievers; for individuals already experiencing the rewards of top level
performance in their respective fields. These potential candidates are
rarely already engaged in a process of looking for different work, they are
too busy accomplishing good things in their work life to be reading want ads
or searching job boards. We understand leadership. And we find leaders in
places where other search firms aren’t even looking for them.
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Answer: Among our core values is diversity. Since 1990, we
have worked to develop diverse candidate pools in every search we
undertake. Always, we engage our clients in the process of learning about
and evaluating candidates of diverse backgrounds and cultures. We
never sacrifice quality for the sake of diversity, and in looking
for leadership across boundaries we focus only on excellence. And the
result? In over 60% of our 300-plus searches, our clients have selected as
the final hire a professional from a diverse culture. Our mission is to
find excellence in leadership wherever it may be found. This is not a
matter of simply overlooking limiting boundaries -- racial, cultural,
ethnic, gender, economic, even, sometimes, professional– but of having a
perspective on leadership that impels us to search across them for genuine
leaders who will meet our clients’ real needs.
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