Executive Search
Assessing the Need
Networking & Outreach
Finding the Pool
Ongoing Communications
Making the Selection
Moving Forward
Assessing the Need
We Start By Learning.
Our process begins with thorough, one-on-one interviews with all of the key players involved in the hiring decision. We also review the organization's strategic plan, departmental goals, organizational chart, and other relevant materials. We take the time to connect with everyone, ensuring we have a real understanding of the needs of the organization and creating clarity around the role.
| The Challenge: You Can't Agree On What You Need. | [-] |
All too often, organizations start the hiring process without truly assessing the needs of the position. Managers in a hurry sometimes post the same job description without thinking about how the role has changed. Sometimes different constituents, from the executive director to the position's subordinates, have very different ideas of the priorities of the role. The result is that the job listing does not accurately reflect the actual combination of skills and experience needed.
The Solution
Koya starts each search with a thorough needs assessment, talking to people at every level of the organization and taking as much time as is needed to ensure consensus. The result is that, right from the start, the search is far more focused. Only by searching with the right criteria can you be certain of finding the right person.
Networking & Outreach
We Cast a Wide Net
Clients who work with Koya instantly have access to a dynamic and diverse network of carefully cultivated industry contacts, compiled over years of relationship building. But unlike many large recruiting firms, we do not depend solely on our existing database. Rather, we use our network as a starting point, working to personalize the search to your organization's particular needs.
Koya's team of consultants makes phone calls, send letters, attend networking events — whatever it takes to cast as broad a net as possible and bring together the best candidates. At Koya, we dig as deeply as needed to find truly talented, diverse individuals that fit your needs. We also take great care of your organization's network, working to preserve and cultivate relationships with external sources on your behalf. Whether a referral comes through a board member or a current employee, we follow up with respect and professionalism.
| The Challenge: You Don't Have Time to Look. | [-] |
To find extraordinary candidates from diverse backgrounds it takes more than just posting an ad and waiting for the results. There is a lot of time-consuming legwork that pulls your staff from their actual responsibilities. Each step of the search process takes time, and there is a risk of either losing ground on more mission-critical work, or missing key recommendations or referrals. In addition, it is challenging for staff to interview and assess their own colleagues and personal referrals.
The Solution
We take care of all the time-consuming details. Leveraging efficiencies of scale and technology allows Koya to perform search tasks more efficiently and thoroughly. We place multiple ads, follow up on candidates, screen them and assemble the candidate pool quickly because that is our sole responsibility. Outreach activities typically include writing and placing ads, managing contacts, and scheduling and conducting in depth screening interviews.
Finding the Pool
We Ask the Right Questions
At Koya our consultants screen potential candidates with respect, efficiency and professionalism. Maintaining personal integrity and respect is a critical part of our interactions with candidates; our professionalism ensures that all candidates have a positive impression of your brand, regardless of whether they advance in the interview process. Koya believes that it takes a combination of intuition and experience to sift through a large pool of candidates and understand whom among them might be the right fit. We work quickly and are respectful of everyone's time, yet we always take as long as is needed to fairly assess a candidate's potential.
| The Challenge: You Don't Know What To Ask. | [-] |
Time and again we hear clients tell us that they just are not getting quality candidates, and that they wind up choosing the “best of the bunch” rather than someone truly suited to the job. The reality is that the best candidates are not reading the help wanted ads. They are in high demand, often already working at an organization similar to yours. In order to find the best candidate you must choose from a robust and targeted pool. Inadequate outreach means that the choices are limited before the interviews even begin.
The Solution
Koya is able to do what you cannot: we reach out directly to the most attractive candidates and provide them with a compelling reason to consider a move to your organization. We find these candidates through our large and well-maintained database and extensive network, through your recommendations and network, through ads, and through direct contact with other similar organizations. With Koya, choosing the right candidate is no longer a matter of “the best of the bunch,” but instead the opportunity to find someone truly qualified and perfect for your unique culture.
Ongoing Communication
We Keep Talking. And Listening.
After narrowing the pool of qualified applicants, we create detailed profiles for selected candidates. These profiles highlight the candidate's skills and experiences, as well as the intangibles of fit and personality. Throughout the search process, we are available to discuss the candidates, answer additional questions that arise, and help you with your choices. We listen to both candidate and client feedback, and share between you as needed. After each interview you have with a candidate, we conduct a feedback-gathering session with you on the candidate's qualifications, interview performance, and organizational fit. We schedule a similar conversation with the candidates, and work with both sides to move the process forward.
| The Challenge: You Don't Have Time To Manage All the Details. | [-] |
We understand your organization has a unique cultural fit and that fit is an integral part of fulfilling your mission. For that reason, it is particularly important to understand how a candidate will fit within the culture. Internally, it can be difficult to realize the specific challenges and opportunities your organizational culture provides. Sometimes candidates who look best on paper ultimately prove not to be a good fit. There is nothing more expensive than hiring the wrong person: wasting the time and resources to fill a position twice is frustrating and costly.
The Solution
Koya asks the questions that go beyond a candidate's professional experience to understand how he or she would truly fit in an organization. As an external consultant, Koya is both realistic and fair when screening for a cultural fit. As a result of our strong focus on culture, our success in placement is at 100%.
Making the Selection
We Do All Our Homework
Koya ensures your organization is ready for the final offer when the best candidate has been found. Koya offers you the flexibility of either extending an offer on your own or asking us to successfully negotiate a salary with the candidate.
| The Challenge: You Had a Candidate You Loved, But She Backed Out At The Last Minute. | [-] |
Often the best candidates are juggling several job searches at once, waiting to hear where an offer will be extended. If your organization is held up due to the logistics of interview schedules or internal salary negotiations, there is a very real likelihood of the candidate walking away. In addition, if there is not clarity throughout the process on salary expectations, negotiations can easily break down at the last minute.
The Solution
Our job is to make sure that all the relevant questions have been asked and all the logistical details covered prior to the offer. We stay in communication with the candidate, ensuring there are no other job offers requiring an immediate answer. We make sure you know the candidate's salary range and all other concerns regarding the position. We also help you prepare for the negotiation. We try to ensure that there are no surprises at the last minute.
Moving Forward
We Stay In Touch
Finally, Koya is still there when the search is completed. We follow up with you and the new employee within the first few months after the start date, checking in to ensure that all is well. With our 100% candidate retention rate, we are confident all is well, however, our guarantee means that if there were a problem with a candidate Koya will work with you to find a replacement.
| The Challenge: You Love Your New Employee, But You Have No Time To Train Her. | [-] |
At some organizations, the pace is so fast that there is no time to slow down to build systems. While the right candidate may be one who can jump right in, all new hires need and deserve to understand their role within the larger strategic plan.
The Solution
At Koya, our focus on long-term partnership means that we remain available once the search is complete. We check in ensure a smooth transition, and, if needed, we are available to work with you on leveraging your new hire through more specific training or employee integration consulting. We remain an ongoing resource for your organization to leverage its most valuable asset - its staff.