The first phase of the process: It is critical that we spend time to meet face-to-face and that adequate time is invested by both you and us at this stage. We need to understand why you feel the required talent does not currently reside within your firm, what the new hire needs to bring, and the key criteria for them to be judged a success in their first year. We also suggest spending time with different senior management to build an accurate picture of the successful candidate.

The ability to combine speed with depth of research is a Harvey Chance hallmark. Having agreed a selection of target firms and geographies, we deploy our research function to build a picture of where the talent lies. Rather than taking a traditional longlist/shortlist approach, we prefer to introduce two “benchmark” candidates after two to three weeks. Both should be capable of performing the role to a high standard.

Following the benchmark interviews, we use your feedback to fine-tune the rest of our search. We will “drip-feed” comparable candidates through to you after we meet them, while moving the benchmark candidates through the process, reporting our progress to you on a weekly basis. We feel that this "real time" approach avoids costly mistakes and lost hours.

Provided the subsequent candidates are true to the brief and the benchmark feedback, we will move them through the process as quickly as possible. We can advise you on interview panel composition and are happy to form part of this should you feel it appropriate. Harvey Chance will also perform an extensive background check and cross-referencing.

One of our main strengths is the negotiation on behalf of our clients. Once we have provided market intelligence to you on various salary levels we also confirm the candidate's expectations. After the offer is signed off, we meet the candidate and close them on the offer. Our track record of success in closing senior candidates is excellent. However, part of our role is to plan for the scenario where you don’t secure a candidate; we also source a strong second and third choice who are capable of performing the role to a high standard. Dealing with counter-offers is a part of the modern day financial landscape but we prepare the candidates in advance to lessen the effect.

During the initial on-boarding process, there can be issues that arise because candidates are often dealing with the new culture and adjusting to the new team and work environment.

To ensure the transition is as smooth as possible, we keep in touch with the candidate and remain available to advise HR for a successful integration.