Client Perspectives

The Process of Making a Job Offer

Making a job offer requires a process, not a pitch. In this first in a three part series, we look at the process of qualifying candidate’s motivations and boosting your probability of a successful hire. You’ve experienced this, I’m sure. After a thorough interview process, you extend a candidate what you think is a terrific […]
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Ensuring Your New Hire Actually Starts

How to ensure your new hire actually starts work, and that his or her first days on the job are everything you promised they would be. After months of time consuming recruiting, you at last have hired someone to fill that critical job in your organization. Best of all, the person you hired is ideal. […]
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Orchestrating the Interview Process

In any job market, you can’t afford to turn off strong A-player candidates any more than you can afford to hire B- / C-level candidates. Your company’s interview process needs to be well defined, consistently applied and tightly controlled. No matter what you may think of the advice offered by your least favorite Gartner analyst, […]
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Recruiting and Retaining Superstars

  The quality of your people defines your culture. Your recruitment efforts leverage and replicate their strengths. Your best people, not just programs, can be your best sales tool in attracting and retaining superstars. We all have read the articles. Over the past 10 years, companies have become increasingly creative in their approaches to creating […]
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Interviewing for Character

In the wake of the 2008 financial meltdown, many employers were either patting themselves on their backs, or are quietly re-examining their codes of ethics and their hiring practices. Commonly, executive managers are asking, How can we ensure that the people we hire to lead our public institutions have the necessary character to earn and maintain […]
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Testimonials

"We just completed a long and challenging search with Diligent Partners for a partner-level executive for our management consulting firm.  Completing a search like this for a small, culture-driven firm was no easy task, and we put both George and Scott through the ringer with our selectiveness, stubbornness, and hundreds of questions.  Both George and Scott did a great job working with us, walking us through all the details, and most importantly, finding several extremely well qualified candidates for us to meet with and ultimately hire.  Our search came with some self-inflicted bumps along the way, and I was impressed with the manner in which Diligent Partners stuck with their commitment to us from day one to the first day on the job of our new executive.  We liked their candidates so much, we ended up hiring two."

Greg Long
Director & Co-Founder, Caiman Consulting

"George and Scott have just completed a most professionally effective engagement for one of my critical IT Director positions.  Every step of the process was made clear and was executed with precision.  Their sourcing generated for my organization a viable cadre of leader-candidates whose credentials were aligned with our requirements and yet reflected variations in focus, personality, and style.  Their assessments were spot-on, just the right balance of reality and optimism.  Their leader-candidates were so well qualified that even those not selected proved to be strong candidates for other opportunities in my organization.  DP's work is the most satisfied I've ever been with an executive search firm's performance."

Tom Ream
Regional CIO, Sacramento-Sierra Region, Sutter Health