"I don't know what I did in a previous life to
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but someone up high was looking down on me favorably when Goodwin Search found her!
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THEY ARE AWESOME."
DESERVE HER,
KRISTY DOUGAN Former Head of Asia, Axiom
“There is no greater asset a company has than its people…
it’s the ultimate game changer”.
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MEG WHITMAN | CEO & AMBASSADOR
PROVEN RESULTS
Our practice is focused on delivering results. As a boutique firm, we simply cannot disappoint our clients, and we don’t. We are in the business of delighting our clients and developing long term relationships where we become a truly trusted partner and advisor who delivers time and time again.
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Because we take on a limited number of searches each year, we can apply more focus, time, effort, and attention on recruiting the very best market leaders for our clients who hire us for critical search after critical search all over the world. The firm is not hampered by the large search firm “off-limits” lists which constrain many firms, and we believe our completion rate, well in excess of 98% is among the industry’s highest.
OUR PROCESS
During the candidate development process, Goodwin Executive Search will prepare status reports; resume summaries and assessment comments to confirm that the process is tracking as we each desire. Subsequent to our interviews, we will generate and forward to you a written candidate report including details on compensation, background, assessment, and relevance to the required specifications. As individuals move through the process, we will work closely with your office to aid in candidate scheduling, we will also coordinate timely candidate feedback, conduct thorough reference checks and assist with negotiations for the finalist candidates.
Our goal is to successfully complete each of our searches within 100 days. Below is a timeline provided as a quick overview of the joint deliverables we will need to accomplish in order to meet our mutual goal. This timeline was created as a general guide to distinguish the steps required to complete this project within 100 days. Of course, there can be unforeseen obstacles that cause us to lose time. However, we are committed to work within this timeframe and appreciate our clients’ commitment to do the same.
PHASE 1
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Strategy & kick-off meeting.
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Develop position profile and target lists.
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Review data and candidates from all known sources.
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Initiate research for Phase I candidates & outreach.
PHASE 3
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Schedule finalist candidate interview with client
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Continue to recruit, interview, and present candidates (ongoing).
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Manage second round of candidate interviews with client.
DAY 1-15
DAY 15-45
DAY 79-100
DAY 45-79
PHASE 2
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Refine candidate list and continue recruiting.
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Interview prospective candidates.
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Delivery weekly status reports and calls.
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Asses and report Phase 2 candidates.
PHASE 4
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Check references, verify credentials, degrees, and certifications.
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Assist candidates and family / spouse with critical items (like house hunting)
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Help negotiate offer.
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Communicate with other finalists.
CASE STUDY -
PROBLEM:
An early-stage business with roughly $5M ARR needed to topgrade team to scale.
SOLUTION:
We conducted 12 searches over 3 years for C-level positions like Chief Financial Officer, Chief Marketing Officer, etc. building out their management team across all functional areas.
RESULT:
Business grew significantly and was ultimately acquired by Oracle for roughly $400M.
WHAT THE CEO SAID
"Goodwin’s keen eye for talent is an unbeatable factor in finding great people. They are thorough and detail-oriented, with proven approaches to mine and bring in great candidates to fill essential executive roles. The results are fantastic and speak for themselves. I highly recommend them."
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YUVAL BRISKER
President & CEO, TOA Technologies
See what the team at Goodwin Executive Search can do for you and your business.