Our Executive Search Process




A vacant position costs money. Work not done, over worked staff, low productivity, stress, increased turnover. The wrong candidate costs money. Time to onboard, train, low productivity, lost staff productivity. Then: Starting over, interviewing, hiring, onboarding..

We have the tools and expertise needing to find, qualify, recuit and assist you in finding the right candidate in the right amount of time, saving you time and money.




• Initial conversation with the client; position title, compensation, location, why available and job overview - Request a copy of the position description.

• Review the position description and develop a list of questions to ensure we understand the following aspects of the position:

→ Key aspects for performing the position.
→ The must haves for a desirable candidate in education, certifications, skills and experience.
→ Challenges, if any, to bring successful in the position.
→ Restrictions, like relocation and things we should stay away from like industries or companies
→ Career advancement opportunities.

• Follow up with the client, discussing the above questions.

• Whenever possible we have a conversation with the actual hiring authority (if not part of the follow up call) to get insight into what that person wants in a desirable candidate and to learn their management style.

• Using the information gathering, we put together a list of search criteria that is used to assemble a target list of possible candidates. We utilize our database, that contains candidates and reference sources we have collected for over 25 years, and we use numerous sources from the internet, including social media.

• We then contact these possible candidates using email, messaging, and telephone calls.

• Our next step in the process is to qualify the individuals who have expressed an interest. We screen for both the multiple factors the client has asked for and we also learn from the candidate what they are wanting to accomplist, if they made a career move at this time.

• Once we have a candidate that matches the profile and our client's opportunity fits what the candidate wants from the career move, we identify the client and provide them with information to research the company.

• When the client is ready, we set up the interview(s).

• We follow up with both parties after each interview to determine interest and potential problems.

• When client decides on the right candidate, we provide guidence, get the offer, extend the offer, get acceptance and set a start date.

• We inform all the other candidates that they were not selected.

• We maintain contact with the hired individual during their transition, advising them about resigning and ensuring that if any problems arise they are handled quickly.

• We maintain contact with the new hire for a period of time after they start, to check their satisfaction level and to be able to offer guidence if issues arise.

Please feel free to contact us if you have any further questions.

George Buntrock: 972.991.4500 | gbuntrock@makai-search.com