Task specification
A preparatory meeting is held with the client, at which we determine their goals and business objectives and strategies. The initial aim is to ascertain whether a new executive hire is the most efficient means to achieving the client’s objective(s). Given our longstanding experience in executive search and keen industrial focus, we can determine fairly soon whether it might be advisable for the client to seek alternative solutions to specific issues. The services we can offer to that end are detailed personnel assessment and creation of remuneration and motivation structures.

Should it be concluded that an executive search is indeed in the client’s best interests, the next step is to build the job description and determine the candidate profile in order to help us define the requisite skills, experience, and individual contribution which the proposed appointment demands. Since we believe this process is crucial to the success of the ensuing search, we provide the client with full understanding of the relevant job market, the particularities of remuneration practices, as well as any special characteristics of the upcoming search.

The result of this stage is a detailed job description and candidate profile.

Search
Our team works rigorously to ensure search process efficiency. To deliver the service we use:

• Our own professional research department and standalone evaluation and validation methods;
• A comprehensive proprietary database, complemented by executive databases throughout the world, including Bluesteps™;
• Actual comprehensive work experience our consultants have accrued in the sectors and industries of their current focus;
• An abundance of networking opportunities we are able to draw on, among executives, experts and our partners in Russia and globally.

When the search stage is completed, the client is supplied with a short-list of proposed candidates.

Assessment
Upon completing the short-list of proposed candidates, we provide our clients with a personal narrative on each candidate under consideration. This historical contextualization of each candidate evaluates and validates professional experience, skills and abilities, personality, and management potential. This process entails the use of a wide range of tried-and-tested empirical assessment instruments, such as competency and behavioral interviews.

Additionally, we provide our clients with a detailed comparative analysis of the short-listed candidates. The comparison outlines the relative strengths and weaknesses of each candidate, in addition to determining any risks which the client may carry by hiring each candidate.

As well as ensuring that the evaluation process is as objective as possible, great emphasis is also placed on the integrity of the information obtained during the shortlisting of candidates. With this in mind, before we make recommendations the evaluations themselves are backed up by a thoroughgoing collation, review, and validation of a wide array of supporting materials, such as personal testimonies, performance verifications, and other independent sources of information. By working within this structure of checks and balances, our search methodology ensures that an adequate diversity of candidates is drawn together from the pool of relevant high-calibre talent.

Hence we are able to demonstrate unequivocally that we have undertaken as comprehensive a search as possible to ensure that shortlisted candidates are those who possess the relevant experience, knowledge and skills to make a positive impact on your business.

Hiring
We assist the client in negotiating the hiring terms and conditions with the final candidate. The key to success at this stage is a well-balanced motivation and remuneration scheme. We aim to stimulate the potential employee to fulfill the required objectives, as well as providing the client with an effective tool for reacting to any productivity changes.

Pynes & Moerner has a separate department that specializes in developing KPIs and determining the best correlation among the elements of the basic compensation package, as well as the optimum parameters for long term incentives and other parts of the remuneration and motivation scheme.

Post-hire follow-up
Following a successful placement, we continue to provide support and consulting during the often crucial transition and adaptation period, so as to ensure that key people are not only hired but also, crucially, retained.