I have a record of success in headhunting based on effective collaboration with my clients, creativity, tenacity and, above all, considerate interactions with sources and potential candidates. Broadly, there are three elements:

1. Gain a detailed understanding of your key priorities for the appointment

2. Seek the advice of well-placed sources

3. Advocate effectively to potential candidates and work with you to engage and secure candidates
   

Proactive search can target difficult to reach groups and support your strategic goals.

I consider the promotion of equality to be central to my work. I can take positive action to reach an appropriately wide pool of candidates, and provide my clients with a longlist that meets their requirements.

I ensure that candidates that disclose any form of protected characteristic are able to engage fully.

By agreement, a search is generally conducted as follows:

Project launch: A week or two before your advertisement goes live we would agree the timetable and I can advise on documentation. I hold briefing meetings, in person or virtually, with key stakeholders, and gather your recommendations.

Active open or targeted search: This is usually about four weeks, and involves consulting sources and identifying, contacting and engaging candidates. By agreement I would introduce promising candidates.

Regular updates (weekly during active search): I provide brief written updates about the emerging field and progress of the search, and follow up with regular review meetings with your key contact. This allows for useful two-way communication to hear and pass on feedback, and address any questions you may have.

Handover (within a week of closing date): I summarise and hand over my work in person or in writing at your shortlisting meeting. This is an opportunity to provide further information and add my impressions to supplement candidate CVs and letters. I then hand over to your project manager.