Mission Statement: "Helping our clients grow through the acquisition of talent"

"Retained executive search consulting" is defined as a specialized form of management consulting. Its purpose is to assist your organization in defining executive positions, identifying well-qualified and motivated candidates, and selecting those best suited through comprehensive, quality assured search processes. It should also provide information and feedback that not only helps direct your search for executive talent, but also can be utilized to manage your business more effectively.

What you can expect from The Landstone Group

  • At The Landstone Group we pride ourselves on the following: Thorough & intimate knowledge of your industry, the ability to identify the right candidates, the ability to provide comparative assessments and remuneration levels. In addition, you can expect us to inform you of your firm's perceived value in the market place, as well as competitive intelligence regarding your industry.
  • We understand that the success of each assignment begins in the initial steps of the process, which is why you can expect us to talk with each member of your company that is impacted by the new hire. Then we will create a position profile to insure a crystal clear understanding of what we are exactly looking for.
  • Communication is the key to a smooth process and The Landstone Group will provide you with detailed status reports including target companies, candidates, market response to the search, and challenges as they are discovered, as well as candidates currently being developed. This will allow you to keep other members current on the progress of the search.

No less than two members of our firm will interview each candidate, and you can expect a full disclosure of the following:

  • Experience level and significant achievements relative to the position.
  • Educational background, and career accomplishments.
  • Intellectual, interpersonal, and motivational competencies.
  • Personal strengths and weaknesses with respect to the position.
  • Perceived cultural fit. Interest level in the position.
  • Remuneration and financial expectations, and relocation capabilities.

The final slate of candidates can be reference checked prior to submission or after a strong level of interest is established. This will be determined during the initial steps of the search process - the exploration stage.

The search should be viewed as one that enhances your company's reputation in the marketplace. Our efforts will be compatible with the image you are striving to achieve and the effects in the marketplace will be long lasting.

What we expect from our clients

  • That the search is as important to you as it is to us, and you will make yourself available for reasonable updates and consultation. Sensitive information should be shared with us before the candidate is interviewed so that the candidate knows what to expect and does not feel that important information was not shared with the search firm.
  • The client must understand that the candidates did not solicit this opportunity. It was presented to them; as such the interview process must be structured toward securing the best candidate. This takes a coordinated effort between the search firm and each member of the client's hiring committee.
  • That we can establish an interview schedule where all the candidates are interviewed within one week's time so that we can establish a reasonable basis of comparison over a short period of time.
  • Personal strengths and weaknesses with respect to the position.

We will help you negotiate the best compensation package, not the least expensive. One that ensures a successful hire, eliminates counteroffers, and facilitates a long and successful stay within your organization.