Search Services

Sector focused, we can search for those talented individuals that are not necessarily actively seeking to move, but may welcome developing their career with you. 

We use a range of research tools to identify and confidentially contact candidates, as well as proven assessment methods to ensure results.

All search firms are the same, right? Well, no. Speed, quality of research and a robust shortlist of candidates for you to meet make all the difference. That is why we put shortlisted candidates through our proven assessment process to make sure that they meet your requirements.

To ensure that you pick the right search firm for your needs here are ten questions you should be asking of them. Naturally, here at Chesterton Gray, we can answer each one perfectly...Ten Questions to ask your Search Firm

Why Engage a Search Firm?

  • Proactively search out candidates who are exclusive to you 
  • Confidential - can approach candidates/individuals without ‘showing your hand’ 
  • Access to extensive networks and contacts 
  • Help with defining the job and person specification and advise on whom and what is out there 
  • 100% recruitment focused 
  • Act as an adviser/recruitment partner 
  • Give salary and benefits advice 
  • Help smooth the interview – offer – placement process. Identify & remove bottlenecks and stumbling blocks 
  • Able to see other sectors/backgrounds candidates may come from 
  • Able to talk freely to your competitors, particularly if the project is confidential or sensitive 
  • Keep going until completion 
  • Pass on sector/competitor information 
  • Reticent candidates will talk to us if they are concerned about confidentiality 
  • Work on difficult projects where candidates are hard to find

The Search Process

Research

  • Preparing an initial target list of companies to research into covering relevant sectors, usually around 30-50 organisations. 
  • Relevant individuals to approach within these companies are then identified.

Networks & Contacts

  • Searching across our networks around these sectors and via known contacts.

Profile

  • Preparation of a comprehensive Profile which outlines the company and the role. Two versions of this are used; a highly confidential version which can be sent to candidates that express an initial interest and a more detailed version to be given to candidates at interview stage.

The Search

  • Confidentially contacting potential candidates to discuss the opportunity 
  • Interviewing potential candidates that are of interest and interested 
  • Preparing a shortlist of 4-5 candidates 
  • Each shortlisted candidate completes our assessment tests
  • Arranging for Shortlisted candidates to meet with you 
  • Checking candidates to ensure that they are highly motivated to move on 
  • Communicating with candidates through to offer and acceptance stage

Weekly Report

  • During the project a weekly progress report is sent, detailing the candidates contacted and including feedback on factors such as candidate location issues, salary requirements, restrictive covenants and notice periods.