1.	ASK THOUGHT-PROVOKING QUESTIONS and probe all fruitful sources for credible descriptions and visions of the client company and for the results expected from the position to be filled.
2.	DESIGN SPECIFIC STRATEGIES AND TACTICS best suited to the client’s business needs and organizational style, in order to effectively present the opportunity to candidates.
3.	PRESENT THE CLIENT'S STORY accurately, clearly and succinctly in a variety of settings and styles to candidates, allowing them to make prompt and well-informed decisions.
4.	IDENTIFY “NON-OBVIOUS” PROSPECTIVE CANDIDATES, who might otherwise be difficult to identify through passive inter-industry conversations and informal networking processes.
5.	PREPARE AND FORMALLY PRESENT A LIST OF CANDIDATES for initial management review.  Develop the short list of finalists to pursue.
6.	PARTICIPATE IN ALL FACE-TO-FACE INTERVIEWS with finalist candidates.
7.	VERIFY IMPRESSIONS AND INSIGHTS GAINED DURING INTERVIEWS with sources qualified to comment on the candidate’s specific achievements and personal characteristics.
8.	CONDUCT AN IN-DEPTH ASSESSMENT ON EACH CANDIDATE, including leadership abilities, management style, core values and intellectual horsepower.
9.	ADVISE AND COUNSEL MANAGEMENT ON THE SELECTION OF A FINALIST and assist in the development of a mutually appropriate compensation package.
10.	PROVIDE SELECTED FINALIST AND FAMILY MEMBERS WITH PERSONAL ASSISTANCE and all information essential to a successful relocation to the company and their new community.
11.	REMAIN HELPFUL AND AVAILABLE TO MANAGEMENT in the years following search completion and candidate transition into the organization.