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What we do and how we do it.
 Timing and start date
Once briefings are complete and the proposal and specifications are approved, we begin work immediately. A typical search assignment may take up to eight weeks to present a short list of candidates and around 12 weeks to complete. It is our usual practice to shorten the search process to a minimum and to maintain frequent, personal contact with clients throughout the course of the assignment, reporting progress on at least a weekly basis.
We may present one or two exceptional candidates as we meet them through the initial stages of the search. This can shorten the search, but does limit comparison with a larger group of candidates.
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Assignment team
| The two consultants named in the proposal carry out each assignment from start to finish in one seamless, transparent process, and are the primary contacts throughout the search. A senior administrator works on the team. The entire Borderless organization, its international networks and all other resources are available and utilized to ensure that assignments are concluded to the client’s satisfaction. |
Identifying the right people
Our approach is systematic and thorough. We begin by making discrete, direct contact with around 50 sources of information and potential candidates in target companies for each position, using our networks and all other available information, including any that a client may wish to supply.
In conversations with potential candidates, we use the approved specifications to guide our discussions, combining our understanding of the sector, the organization and the role with information from specialist contacts. Candidates are assessed on their proven experience and those achievements that have impacted their current and previous employers’ business success.
We provide clients with information concerning the organizations and people we have contacted, as part of our regular reporting. Clients may request that internal candidates are assessed using the same process, providing additional perspectives.
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Affirmative search
| We reflect the values of diversity, fairness and respect in the make up of our team and in our personal beliefs. Affirmative Search is at the heart of our processes ensuring a diverse slate of candidates. We recognize that we have a special duty to treat people fairly and with respect at all times. We trust that our behavior with candidates reflects positively on the image of our clients. |
Interviews and Reports
During the selection process, we conduct detailed personal interviews with 8 to 12 potential candidates. At least two consultants interview every candidate face-to-face. These processes ultimately result in three to five suitably qualified candidates for the position, who in our judgment have the ability, experience and cultural fit for the position.
Prior to presenting candidates to clients, we provide detailed, confidential reports on each person, with an analysis of their experience, strengths, weaknesses and motivation, as well as evidence of suitability for the role.
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Response to clients’ key questions
| We ask candidates to respond in writing to three specific questions provided by the client concerning their objectives and success measures for the role. We submit the answers, unedited, with our confidential report for use during the client’s interview process. As a result, clients not only receive our appraisal but also the views of each candidate in his/her own words. |
Planned remuneration
| It is understood that planned remuneration provided by the client is indicative and that clients can be flexible in the context of the package offered to attract exceptionally well-qualified candidates. This does not necessarily imply the remuneration needs to be higher than what an individual currently receives. It is not our practice to discuss remuneration packages with candidates. However we will report the present remuneration package of candidates, in considerable detail, and we will also advise their minimum remuneration expectations. Recommendations we make to the clients are not discussed with the candidates. |
Tracking progress online
Clients can track the progress of the search online via our secure client portal. This is not a substitute for frequent interaction. Internal progress reports, all documentation and summaries on named candidates can be viewed and printed, together with details of the number of candidates at each stage in the process and our interactions with short-listed candidates.
The log-in and password for access are in the proposal. We recommend that these are kept in a secure place to ensure that assignment details remain confidential.
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Audit trail
| Systematic use of a web-based assignment and candidate management tool enables us to track every interaction with candidates and clients throughout the search process. Every call, discussion and message is documented enabling us to provide auditable information should it be required. |
Confidentiality
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All work is conducted on a confidential basis and with the utmost discretion. |
Feedback on our performance
We welcome feedback on our performance. That’s why we carry out a quality survey at the end of each assignment with every client and every candidate presented. And, in keeping with our policy of maximum transparency, the results are published directly, unedited, on our public website.
Feedback from Clients
Feedback from Candidates
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