Absolute Alignment

At NorthWind, we believe a successful search is one in which a partnership between an actively engaged client and experienced professionals exists.

We begin by listening to the issues, concerns, and details that are important to the stakeholders. We then apply the knowledge gained to launch a highly focused research process and map the entire market. After identifying potential candidates, we provide detailed market feedback, expertly manage the interview process, and ensure the final negotiations culminate in a successful hire.

We then go above and beyond by remaining connected with the candidate through the critical first year of employment. Our ultimate goal is to assure success.

Our nimble structure, expertise, quality practices, and strong relationships help ensure that, through every step of the process, we never lose sight of what a client values.

“We’ve all found in our research studies that the signature of mediocrity is not an unwillingness to change; the signature of mediocrity is chronic inconsistency.” – Jim Collins

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Phase 1:

Active Listening

This is the most important phase of the search process. If we don’t understand exactly what qualities you seek in a candidate, the search will not produce the desired results. This is why NorthWind Partners concentrates on listening first.

Initiate a Thorough Needs Analysis

Assemble the right project team to conduct a thorough needs analysis with the NorthWind Project Blueprint to obtain all the information required to complete a professional search, which includes strategizing on how to attract candidates from your competitors and in both the core and adjacent markets. Acquire any relevant corporate material that may help enhance go-to market execution. Consult with you on industry compensation standards and construct a compensation model. It is our priority to share with you what the market bears throughout the project. Unrealistic compensation expectations yield undesired results

Profile Archetypal Candidate

Utilizing the Project Blueprint and the NorthWind Research Overview (an internal research framework), build a profile of the ideal candidate (in conjunction with any existing internal corporate materials) against which we screen potential candidates, which often includes a client’s top-performing employees or internal referrals as part of the screening process. Prepare a written Position Specification detailing the ideal profile and devise the appropriate strategy for presenting the opportunity to candidates. Obtain your approval and sign-off.

Define Competencies Against Expected Outcomes & Mission

Build the NorthWind Stars Scorecard against which we align a candidate’s technical capabilities and relevant career experiences & skillsets with the expected outcome desired by the Client for the role. This Scorecard outlines an executive’s competencies, as they align with the mission and expected outcomes, through an invasive interview process. The client defines the scorecard, determines what the person must accomplish, and sets competencies consistent with their expectations on outcome. Prepare a written document detailing the Non-Negotiable Parameters, extracted during the needs analysis, against which candidates will be expected to align. Obtain client approval.

Struggling to Achieve Stakeholder Alignment?

On average, senior leaders agree on just 70% of their strategic goals. Misalignment at the top creates chaos at the bottom, putting success at risk. If you are struggling to get investors, the board, and/or executives aligned on strategic goals, we facilitate initial assessments (through a partnership with Predictive Index) that can help transform misalignment into strategic clarity to get the team 100% aligned and ready to execute with confidence.

Phase 2:

COMPREHENSIVE DILIGENCE, SCREENING, & EVALUATION

This is where NorthWind Partners’ years of experience provide unmatched value. We have the experienced resources and unique ability to identify and engage the top talent across our core industries & markets of expertise.

Launch Marketplace Diligence

Launch marketplace research and analysis through the filters of both the Project Blueprint and Scorecard. Examine direct and indirect competitors as well as identify alternate companies in adjacencies that employ candidates possessing the skills and experience sought. Our goal is to be exhaustive in evaluating the marketplace, to leave no target unexamined.

Thorough Target Mapping Made Transparent

Begin populating and continuously updating THRIVE, a transparent, cloud-based platform, which is fully accessible to you and reveals all diligence and analysis being conducted on candidates for a project. You can enter comments on each candidate in real time and at your discretion to ensure constant alignment.

First Calibration

Conduct an initial calibration with you to share discovery to date and reposition strategy and/or tactics if necessary. Determine whether initial results align with the originally defined archetype or whether refinement of targets and/or market assumptions are required. Net new targets will be incorporated into market diligence as agreed upon.

Review of Targeted, Comprehensive List

Re-engage with you to review the long list of targeted companies and candidates. Our datasets from here forward will include the NorthWind Stars Scorecard which measures a Candidate’s experiences/qualifications against the Non-Negotiable Parameters originally agreed upon.

Refinement to Short List

Conduct comprehensive interviews with candidates that have passed the initial screening process to ascertain alignment of interest as well as to reaffirm “attitude” and “aptitude” qualification with the opportunity in the three critical areas that our proprietary tools evaluate:

Technical Fit
Leadership Fit
Cultural Fit

Conduct in-person interviews with candidates who pass the entire screening process, receive positive feedback from mandatory pre-candidacy referencing, which requires the candidate to proffer one or more credible references before he/she can be considered for candidacy. Submit comprehensive NorthWind Candidate Reports of candidates who have successfully passed the entire evaluative process.

A Note Regarding Pre-Acquisition Support:

Every year through the normative course of our market diligence, we reach out to hundreds of CEOs, CFOs, and board members. Eschewing the common short-term transactional mentality, we pro-actively work to develop the best connections into relationships, which often present potential investment theses, opportunities to pursue deals, or timely introductions to experienced executives who can get a client up to speed on a desirable market or a possible acquisitive or investment pursuit which presents some level of opacity. This type of interaction has proven to go a long way in building meaningful relationships for NorthWind, which take time and tremendous effort and trust to preserve.

Phase 3:

CLIENT & CANDIDATE INTERPLAY

By this phase, NorthWind Partners has significantly increased the potential for success by understanding your needs and screening candidates against that criterion as well as through a behavioral assessment. During the interview process, NorthWind conducts detailed evaluations and, upon client request, will also incorporate the following tool: The Predictive Index Behavioral Assessment is an untimed, free choice, stimulus-response tool that measures an individual’s motivating drives and needs. The assessment has been used by thousands of businesses around the globe for more than 60 years to tie people strategy to business strategy. The Behavioral Assessment can then be used to assist in hiring, coaching, motivating, and developing employees, which measures five core drives (Dominance, Extraversion, Patience, Formality, Objectivity) and their relation to each other providing a simple framework for understanding the workplace behaviors of candidates to help you create a productive outcome. We highly recommend conducting a behavioral assessment for any candidate moving to the offer stage.

Coordinate Client Interviews

Arrange and coordinate the initial interview between you and the candidate. Prepare the candidate for the initial interview including briefing them on the agenda, your priorities, expectations, and any relevant documentation you may want to share. Prepare you for the initial interview drawing attention to the candidate’s goals and motivators.

Post-Interview Debriefing

Debrief with the candidate following the interview and capture their initial thoughts and concerns. Share those in detail with you through the NorthWind Interview Debrief. Debrief with you and discuss preliminary conclusions. Professionally and respectfully release any candidates not selected to continue.

Coordinate Subsequent Interviews

Arrange and coordinate subsequent interviews and discuss areas of concern. Debrief with both you and the candidates following subsequent interviews. Professionally rand respectfully release any candidates not selected.

Conduct Formal Reference Checks

In addition to the pre-candidacy references completed, conduct formal reference checks on finalists that validate the Scorecard and corroborate with & support what the Client affirmed in interviews. Provide written summaries.

Phase 4:

NEGOTIATION & COMPLETION

Our experience managing delicate negotiations will add tremendous value and help you avoid costly pitfalls. Our goal is to create a win-win outcome for both you and the candidate.

Verify Historical Compensation

Verify earnings in detail through the NorthWind Comprehensive Compensation Form

Develop & Extend a Package

Negotiate a mutually agreeable compensation package. Directly communicate offer of employment to the candidate to help ensure acceptance at Client behest.

Verify Candidate Background

Confirm appropriate background checks as requested to include educational verification, credit & criminal history, motor vehicle records, and drug testing as required.

Resignation & Counteroffer Coaching

Start Date Confirmation

(Verbally & Written)

Phase 5:

BOLSTERING LONG-TERM SUCCESS

The period between acceptance of an offer and the start date is a critical time for a new employee and it’s important they remain connected to the new company during the transition phase. This is also when NorthWind Partners conducts a post search debriefing protocol to evaluate the completed search and results.

Onboarding

Remain in contact with you and the candidate through the start date and initial employment up to 12 months after hire, which is the most critical period of guaranteeing longevity. Experience has shown that this is a vulnerable time for candidates in transition and we work to keep them connected and comfortable with their decision. We connect with candidates as appropriate at the following intervals:

First 30 Days

Create the Connection Quickly to Ensure the Candidate is engaged, integrated, and involved from the start.

Six Months

Determine whether the Candidate is Motivated & Energized vs. Disappointed & Overwhelmed is critical to determining their longevity and success in the role.

12 Months

By this time, if the Candidate believes they are beginning to develop mastery of expectations and responsibilities, have a team they feel can be mentored, and are active advocates for the mission, goals, and culture of the company, the likelihood of achieving the desired long-term outcome increases exponentially.

Client Postmortem Conducted

Conduct a project postmortem review with you to ensure the project was completed to your satisfaction and assess all negative and positive aspects of the engagement to refine our engagement and ensure future success in the relationship. If acceptable, request a reference letter and permission to use your name for reference purposes.

Full Project Closure

Remain in appropriate, committed communication with you and the placed candidate to maintain a strong long-term relationship.

The Proven Equation

Transparent, Defined, Repeatable Search, Selection, Assessment Process

+ Genuine, Communicative Partnership

= Highest Probability of Success

This equation has proven itself successful time and time again. At NorthWind Partners, a successfully completed project is the result of a partnership between a motivated, involved client and experienced, focused search professionals. We begin by listening, apply the knowledge we have gained to launch the diligence process, search/assess/select potential candidates, manage the interview & engagement process, and ensure the final negotiations culminate in a successful hire. NorthWind Partners allows you to concentrate on your business while we evaluate and recruit your leaders for the future.