Cornerstone's Candidate "S.U.C.C.E.S.S.™" Process (Smart, Unique, Client & Candidate Effective Search System)

Every client has a unique culture and technical environment. Within these environments, every client has positions with individual and distinct responsibilities. Cornerstone Search Group employs a comprehensive, yet streamlined approach, to understand each client's company culture, technology environment, and individual position requirements. Our process allows us to quickly and professionally identify and recruit strong candidates that are the "right fit" for our clients. This process, called S.U.C.C.E.S.S.™, includes the following phases:

Phase 1: Information Gathering
Phase 2: Consultation and Agreement
Phase 3: Searching and Recruiting
Phase 4: Presentations, Interviews and Feedback
Phase 5: Selection and Offer
Phase 6: Post-acceptance and Ongoing Communications

Phase 1: Information Gathering

• Discuss, learn and understand the company's culture, business, mission, strategic objectives and attractive features.
• Discuss, learn and understand the position's deliverables, responsibilities, compensation and attractive features.
• Discuss, learn and understand the personal and technical qualifications required to make a candidate the "right fit."
• Discuss, learn and understand the company's interview process, methods and timeframes.

Phase 2: Consultation and Agreement

• Offer and discuss our advice regarding responsibilities, requirements, compensation, interviewing process and timeframes, based upon our specialized Pharmaceutical recruiting expertise and knowledge of the NJ & NYC marketplace.
• Present a summary of the position's responsibilities, requirements, compensation, and interview process.
• Obtain your concurrence with the summary information.

Phase 3: Searching and Recruiting

• Design a recruiting plan, allocate our resources, and assign responsibility to execute the plan.
• Identify, attract and recruit potential candidates by searching our proprietary candidate databases. These databases are formed through extensively networking with our candidate and client contacts in the NJ & NYC areas, searching and sourcing competitors, and utilizing Internet resources and several other means.
• Interview and qualify potential candidates.

Phase 4: Presentations, Interviews and Feedback

• Select and present the most qualified and interested candidates.
• Discuss your feedback by, either (1) setting up interviews for candidates, or (2) discussing the reasons for rejecting any candidates (if any) to adjust the criteria being used to recruit and qualify candidates accordingly.
• Coordinate initial and subsequent interviews (if necessary).
• Obtain and share client and candidate feedback from initial and subsequent interviews.

Phase 5: Selection and Offer

• Provide our advice regarding candidate assessments, interest levels, compensation expectations and any other relevant areas to assist the company in their decision process.
• Identify and address any outstanding questions or issues with the company's top candidate(s) to increase the likelihood of a quick acceptance of their intended offer.
• Present the offer to the candidate and communicate their decision (i.e. acceptance, start date...) to the company.

Phase 6: Post-acceptance and Ongoing Communications

• Stay in close contact with the candidate during the potentially emotional resignation, counter-offer and wind-down phase.
• Act as a liaison between the company and the candidate after the candidate begins his new position. We periodically contact both over the first several months to help identify and resolve (if any) potential issues.