It's all about identifying a synergy with respect to culture...core values...vision between the leadership team and the executive hire.

Client Due Diligence
Prior to assisting your organization, Preferred Resource Group will customize a strategic plan that will help define the level of talent and resources needed to help you achieve corporate vision, objectives and growth plans.

Our Quality Process
Our quality process requires that we capture mission-critical information from you prior to launching a search in order to maximize productive and R.O.I.

On the candidate side, our Quality Assurance process includes, but is not limited to:

• Initial phone screen
• Phone interview
• In person interview
• Behavioral Assessment
• Closing Argument
• 10 – 12 professional references
• Full background check (including degree verifications, employment verifications, wage verification, criminal federal and state background checks, etc.)

Our Model... yields consistent delivery of outcomes
Our business model is “professional services” driven rather than “recruitment driven” thus our focus is on driving a successful outcome in a reduced cycle time. We understand that impacting productivity and R.O.I. positively are our fiduciary responsibilities to all involved.

We invest a significant amount of time and resources on the front end thus yielding a track record that, to this day, has allowed us to deliver:

• An average submission of 3 candidates per search
• Search completions averaging less than 90 days
• As of June 2005 – five defects in the past six years (defined as separation of executive and company within 18 months)

What We Are Not
Our “best practices” and “standard operating procedures” serve as the foundation of our organization and are audited as well as reinforced by our President of our firm. These practices are company-driven and do not vary from person to person.

We do not and will not incorporate a model that allows the F.A.A. to police itself; for that reason we engage in a team approach for all searches (no less than two people are involved in each search). You deserve a process that is 100% objective on identifying and delivering top tier executives.

What We Ask of You
An investment of time.

• Interview all members of your executive team
• Interview board members and/or investors
• Interview direct reports (for non confidential searches)
• Input so that we can create and define a Key Result Action Plan (in lieu of job descriptions)

Our professional services approach allows us to profile for consistencies and inconsistencies in critical information that is asked of each executive. This information, which depicts core values, vision and culture serves as the essence of our process. The corporate assessments conducted at the pre-search stage help bring clarity amongst the key players as to the expected contributions that the new hire will bring to the organization. Don’t let anyone tell you that this information is unimportant. Yes, it may require an up front investment of time; however, it pays off in dividends in the long run.