Financial Executive Search Services
Search Services Overview
CFO Selections is a retained search firm specializing in the placement of executive, senior, and middle management team leaders exclusively in the areas of accounting and finance. We work with all industries and with organizations ranging in size from small, emerging companies to Fortune 500 firms, both privately and publicly held. Partners Rich Leo and Mark Tranter have been working in the financial search field in Washington State for almost 15 years.
We have placed hundreds of accounting and finance professionals in Pacific Northwest companies and nationally. Our success can be attributed to the Partners' years of experience in operating accounting roles as well as executive search roles; because of this experience, we have an acute understanding of the particular skills and values required for each assignment we undertake, plus the urgency with which key managers are often needed.
A Commitment to Understanding Clients and Candidates
Understanding our clients' industries, current and future business plans, strategic goals and corporate culture are key to our recruiters' success in attracting top talent. By partnering closely with our clients, we continually assess their needs and provide the consultation necessary in developing critical financial leadership for future growth and success. Our commitment is to develop a long-term relationship and grow with each one of our clients.
Understanding candidates' strengths, abilities, and career objectives are key to our recruiters' success in securing top talent for our clients. Our commitment is to identify potential candidates' talents, qualities, preferences, experience, training, successes, and work habits for current and future assignments. This practice and thorough assessment gives our recruiters an edge when identifying each candidate's ability to succeed in the client's environment.
To ensure our continued success, CFO Selections perpetually builds and refreshes our proprietary candidate database by recruiting, networking, and interviewing daily. We also utilize numerous outside sources to stay abreast of industry trends and update corporate profiles.
Our Process
Needs Assessment
Only by understanding our client's business and culture can we find a top-notch candidate who can have a positive impact. To this end, we review existing materials and spend time with hiring managers to thoroughly understand the business, its current challenges, and its future plans. In addition to understanding our client's business and culture, we discuss in detail the position requirements and the ideal candidate profile.
Position Description
Once we understand the client's needs, business, corporate culture, and existing management skills, together we establish a company and position description summarizing the goals and qualifications for the position. We also create a compelling introduction to the company which we can provide to potential candidates.
Recruitment Strategy and Candidate Sourcing
The recruiting process involves an extensive research effort as we work collaboratively to develop a list of target industries and companies. We then develop from those companies a list of potentially qualified candidates. In addition to this original research and in-depth analysis, we conduct additional research to broaden the list through exhaustive telephone networking and recruitment of targeted candidates. We use a number of complementary tools, including our proprietary database and extensive network, local and national databases, and additional industry resources.
Candidate Evaluation
In identifying potential candidates, we look for a history of success in relevant functional areas or industries and conduct in-depth interviews to arrive at a short list of final candidates. A qualified candidate is determined not only by meeting the specifications required but also a candid assessment of their interest level, availability, and motivation, to ensure that only those ready and willing to accept employment with our client are submitted.
The short list of candidates is submitted with a resume and brief summary of each candidate's strengths and weaknesses, personality assessment, and compensation history and requirements. Once internal interviews have been completed, we help evaluate the results by debriefing both the client and candidate to determine next steps. Reference checks are encouraged and performed at the client's request.
Compensation Negotiation
We consult with both the client and the candidate to determine the optimum compensation package for both parties, taking the market rate and candidate expectations into account. We discuss the candidate's expectations in the first interview, so our client can determine early in the process if those expectations meet budget requirements. We assess these expectations throughout the process. Finally, we serve as an intermediary to facilitate a successful negotiation between our client and the desired candidate.
