Our retained search method is delivered in project mode, with extensive market coverage and a high level of rigour from brief to onboarding. We invest time upfront to calibrate the mandate, map the market, and engage the right passive leaders with discretion and credibility. Clients receive weekly reporting and full visibility throughout the process, particularly during the market mapping phase, while candidates are managed closely to ensure continuity through shortlist, offer and integration.
Retained Search Methodology
Each assignment begins with a kick-off meeting bringing together the key stakeholders, Operations, Human Resources and the Nedra Search consultant(s) leading the mandate. We align on the role requirements, business context, candidate messaging and search strategy. A report is then shared with all parties.
Following the kick-off, we engage the market using a range of channels to approach relevant candidates directly. We focus on profiles that match the required capabilities and personal qualities, with close attention to alignment with our clients’ culture.
We follow a disciplined approach: we define target organisations through sector mapping, identify relevant individuals within those organisations, and engage them discreetly to understand their interest and motivations for change. In executive search, credibility matters. Once we have aligned on our clients’ needs and values, we represent the opportunity with clarity and precision, acting as a trusted ambassador for the role and the organisation.
Interviews
Through a detailed interview, we assess whether the candidate aligns with our clients’ requirements, including overall skills, motivation, career direction, values and relevant experience. For highly technical skills, we validate capability through a combination of candidate self-reporting, technical assessments with selected partners (on request), and our clients’ technical interviews.
Background Check
We conduct reference checks with former managers and provide a detailed report. These checks can be completed either before we present the shortlist or after you have met selected candidates.
Candidate Report
We provide a detailed candidate report summarising key information from our interviews, including CV, experience, career direction, motivation, and compensation (current and expected). We also include our consultant’s evaluation and, where applicable, the outcomes of selected assessment tools to support confident decision-making.
We maintain regular contact with the selected candidate before they join. Experience shows that the period between offer acceptance and start date is critical — which is why we stay closely engaged during this phase, to ensure a smooth transition.
On the first day, we send an encouraging message. At the end of the first week, we schedule separate check-ins with the new hire and the client to gather early feedback and address any points promptly. We also reconnect with the new hire at the end of the first month, as needed, to support integration and ensure alignment.
We then schedule a follow-up at the end of the probation period to gather detailed feedback on the hire’s experience: role fit, early deliverables, working relationship with the manager and team, and overall motivation.
At the end of the probation period, we also schedule a call with our client to review the hire’s performance, including technical capability and interpersonal effectiveness. Where needed, we can also provide integration coaching.
