Metis begins by developing a detailed profile of the ideal candidate and then engages its national network to deliver a talented executive meeting your expectations. Along the way, we invest significant time getting to know the strongest candidates and understanding their objectives and motivations. . By ensuring congruence between a client’s long term vision and a prospect’s expectations, potentially costly and distracting turnover may be avoided. Each phase of our process is tailored toward recruiting and retaining the best suited executive for your business.
The Metis Search Process
Metis collaborates with you to identify and clarify the competencies, experience, attitudes, management style, and behaviors deemed critical for success.
Assess
Assessments are developed from interviews of client personnel to ensure we understand, not only the functional duties of the position, but also the culture, environment, priorities, and strategies of the underlying business.
After initial client meetings, we provide a written report which outlines the critical candidate attributes required for success in the position. The assessment includes additional pertinent details such as compensation, benefits, and available relocation expenses (if any). Your search commences only after we receive affirmation that our understanding of the position and candidate profile is complete and accurate. The assessment approved by the client will serve as the yardstick against which all prospective candidates will be measured.
We engage our extensive national network to identify potential candidates possessing the qualifications outlined in the assessment phase.
Search
We initiate the search by identifying candidates who are a potentially qualified for the position by engaging our national network of senior financial professionals and occasionally and affiliated search partners.
Potential candidates are identified utilizing existing our national contacts, resume databases, and targeted position postings in relevant publications and forums. Metis will network with leaders in relevant and targeted roles, industries, and sectors using social media sites such as LinkedIn.com. Additionally, we engage in more traditional forms of relationship building and networking via industry groups and professional associations. Metis team members actively participate in Association for Corporate Growth (ACG), The Turnaround Management Association (TMA), and The Financial Executives Networking Group (The FENG). Our senior management also regularly attends events sponsored by Financial Executives International (FEI).
Candidates who pass our stringent vetting process are ranked by their perceived fit for the role. The top prospects are presented to the client for interviews.
Qualify
Potential candidates are preliminarily screened via telephone interviews designed to elicit information pertaining to those qualifications deemed most important for success in the role. Qualified prospects who express interest in the opportunity are interviewed at our offices.
Metis deploys intensive and rigorous evaluation processes to identify the strongest candidate(s) for the role. We prepare in depth summaries for each prospect which outline their background, strengths, and weaknesses. Beyond candidate qualifications, we assess the overall hiring risk of each candidate which considers factors such as motivation and likelihood of retention.
Qualified prospects are ranked based on their qualifications and perceived fit for the role. While Metis makes make available the profiles of all candidates evaluated, our goal is to deliver two to five exceptional candidates for client interviews. We do not refer prospects for consideration who merely meet your minimum specifications. If we recommend an individual, it is our belief they are an outstanding fit match for your business and merit serious consideration.
All prospects recommended for interviews will have had their experience, personal references, degrees, and professional designations thoroughly reviewed. Metis verifies the employment history, titles of previous positions and applicable responsibilities, as well as the reasons for leaving recent employers. Background and experience communicated by candidates is compared to and contrasted with information obtained through interviews of former superiors. In addition to validating competencies and achievements, references often provide additional insight into a candidate’s behaviors and attitude.
Metis also conducts comprehensive criminal background checks prior to referring for an interview.
This phase begins when our client extends an offer to the preferred candidate. During the negotiation process, our level of involvement is solely at your discretion.
Recruit
Metis can actively assist in negotiations or step aside and allow your team to manage the process. Prior to commencing the negotiation process, we provide the client our estimation of the candidate’s likely compensation expectations. Upon successful hiring the preferred candidate, Metis will timely and professionally inform the remaining candidates they were not selected for the position.
Upon successful conclusion of each engagement and in the months following, we solicit constructive criticism from clients and placed professionals.
Learn
We are committed to becoming your long-term provider of world class financial leaders. We also ascribe great value in maintaining long term relationships with placed executives. Metis is constantly striving to learn how we can improve. Upon successful conclusion of each engagement and in the months following, we solicit constructive criticism from clients and placed professionals. This feedback is invaluable to achieving our goal of earning your future business.
