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We attribute our success to our search process
After over 20 years of high integrity recruiting, our search process is known for identifying targeted candidates that meet our client’s specific needs. Our systematic approach is organized into the following three key steps:

DEFINE
Our first step is to gain an in-depth understanding of the role and expectations. The following are some 
of the steps we employ to gain the knowledge necessary to succeed at filling our client’s needs:
• Define the core competencies of the position through discussion with human resources and hiring managers.
• Develop a targeted candidate search profile.
• Understand the corporate culture and the personality characteristics that will succeed with the client.
• Assist in developing a compensation plan to attract exceptional candidates while utilizing our knowledge of 
• the industry and past compensation survey results.
• Create a customized Decision Grid.
• Identify why the recruited candidate would want to come out of his/her “Comfort Zone” to accept a position.

TARGET
We begin our searches by leveraging our extensive database to target candidates who have significant specific expertise. We pride ourselves in discovering unique candidates by:
• Selecting the scope of companies from which to recruit based on our database, previous industry knowledge,
• and research.
• Keeping our candidates informed of all aspects of the available opportunity, therefore introducing the most qualified,
• interested candidate to our clients.
• Interviewing up to 50 candidates from our database and referrals in order to identify the top 10-15 candidates,
• maximizing our client’s time by targeting the top five candidates for interviews.
• Going beyond a standard review by putting candidates through an extensive screening process including an
• evaluation of the candidate’s complete history, accomplishments, and success indicators, in addition to specific
• questions tailored to our clients’ needs.

MANAGE TO CLOSE
MDM manages the entire process allowing our clients to receive immediate information which is important when making the decisions on which candidates to move forward. The key steps are:
• Submit initial candidates as benchmarks after which we update and fine-tune our screening criteria based on
• benchmark feedback.
• Refine criteria and submit candidates with additional pre-defined information.
• Facilitate the interview process for phone screens and face-to-face interviews by managing candidate and client
• timing to ensure the interview process moves forward.
• Manage feedback throughout the process to clarify changes and concerns from either the candidate or the client. 
• Work closely with our clients during the delicate salary negotiation stage.
• Facilitate the reference process.