Executive Search Process

We are solutions-driven from start to finish. 

Helbling has a three-phase executive search process that provides a framework from which we develop diverse and customized strategies to successfully assist our client organizations with their specific talent needs.   

Client Orientation

Our executive search process begins with a personal meeting to understand your organization – your team, culture, short- and long-term objectives, and issues related to the search assignment. This thorough understanding provides a solid foundation for representing your firm and developing a recruitment strategy that addresses your specific needs.

Definition of Search Parameters & Strategy Development

Working collaboratively with you, we develop a position description, defining key competencies as well as ideal criteria, which will serve as the measure by which both Helbling and your firm will evaluate potential candidates.

Keeping your goals and parameters in focus, we confer with you to create a customized and comprehensive plan to identify, recruit, and attract qualified candidates, discussing resources, geographic range, and compensation level, and how your opportunity will be presented in the marketplace.

Candidate Identification

Based upon our search strategies, Helbling conducts targeted research of candidates, gathering new intelligence, utilizing our industry relationships, and referencing information within our proprietary database. The result of this intense information-gathering process is a preliminary list of professionals to be directly recruited or contacted for referrals.

Candidate Recruitment & Evaluation

The majority of highly skilled executives are passive and are not actively seeking employment. Our credibility and knowledge of the industry enhance our ability to attract these candidates by discussing the benefits and opportunities that your organization provides in comparison to those available with their current employers.

Through an evaluation process that is aligned with the criteria established in Phase One, our consultants gain a comprehensive understanding of each candidate's academic and employment history, as well as personal strengths, weaknesses, personality, intellect, motivations, and management style. While technical skills are important, the right cultural fit is crucial and significantly impacts the placement's long-term success.

Interviews & Compensation Negotiations

As we evaluate final candidates and simultaneously perform initial reference checks, we share resumes, provide consultant comments, and, with you, determine the individuals to interview. We coordinate all meetings, make necessary travel arrangements, and help to prepare you for each interview. If desired, we conduct first round face-to-face interviews to further assess the candidates prior to scheduling meetings with your organization.

Following the first interviews, we provide feedback to all parties, and we conduct formal reference checks on final candidates as subsequent rounds of interviews take place. When you are prepared to extend an offer to the selected finalist, we consult with you to assemble and present an appropriate compensation package.


To assure mutual satisfaction, we maintain frequent communication with you and the successful candidate following the completion of a search. We are committed to ensuring that the integration of the new executive progresses smoothly, and that both parties' expectations continue to be met and goals are achieved.