Executive Search

Grosvenor Clive & Stokes combines industry knowledge and rigorous research methodology with a broad base of trusted relationships which enables us to identify, assess and recruit the highest calibre people for our clients, anywhere in the world. We are used to difficult locations and nuances which may require a degree of confidentiality and subtlety in terms of how the search is conducted.

Executive Search

Grosvenor Clive & Stokes combines industry knowledge and rigorous research methodology with a broad base of trusted relationships which enables us to identify, assess and recruit the highest calibre people for our clients, anywhere in the world. We are used to difficult locations and nuances which may require a degree of confidentiality and subtlety in terms of how the search is conducted.

A strong, research led process underpins the deep experience of our consultants and our extensive international network of contacts built over operating in these arenas market. It minimises risk and provides for the successful delivery of any executive search project.

’The most successful projects are those in which there is open and regular dialogue between search consultant and client. This will take the form of regular written reporting and informal email and telephone conversations.

Our regular, open communication builds client confidence and ensures that expectations are aligned.

The stages in a retained search project outlined below are not unique to Grosvenor Clive & Stokes. What differentiates us is the way we apply our methodology in combination with our knowledge, experience and our core values of flexibility, integrity, collaboration and commitment.

The Search Process

Project shaping and definition
We invest time at the outset to really understand the requirement and combine our knowledge of the market with that of our clients to ensure a realistic and achievable brief is clearly articulated and mutually agreed.

Candidate sourcing and research strategy
We conduct a detailed analysis of the target landscape to understand where to search and how to best engage relevant individuals. At each stage we share this strategy and our research with our clients. This level of communication is vital in ensuring the search is on target and minimises the scope for embarrassment where there may already be some previous level of knowledge or relationship with target individuals.

Attraction and assessment of potential talent
In addition to competency-based interviewing and reference taking, candidate evaluation can also incorporate psychometric profiling and more rigorous financial, employment history and professional qualification checks if required. This is an increasingly common request given the increasing prevalence of regulatory requirements, security considerations and commercial or political sensitivities.

Successful management and closure of offer negotiations
This should be a ‘no surprises’ conclusion to a logical process but the commercial and personal maturity of our consultants means they can bring real value to the role of intermediary.

Careful management of the resignation process, notice periods and initial induction into the new environment
The true test of a successful project is not the acceptance of an offer but the swift, effective integration of the chosen candidate into the business. Our ongoing dialogue and coaching is important in facilitating this. Alternatively we can offer a consulting template as an additional module if a more formal approach is required in this critical area

Post Project Reviews
At the end of each project we conduct a Review, providing any market intelligence, insight or other helpful suggestions that can improve recruitment effectiveness and transfer knowledge to our client. A member of our Advisory Board will also conduct an independent Quality Assessment with senior stakeholders and candidates to assess our service as part of our drive for continuous improvement.