Search Strategy

Our senior consultants provide direct, comprehensive involvement throughout the entire search process.

As experienced professionals, we manage the process objectively, to ensure opportunity for accurate communication of expectations between employer and candidate.

Search-DirectiveThe following key stages form the basis of our search strategy:

Position evaluation

An initial meeting to establish an in-depth profile of our client’s requirements to include: cultural values, position description, candidate personality profile and qualifications best suited for the role and a recruitment timetable.


Our approach is based on making direct contact with potential candidates, referrals are sourced through a wide network of contacts and researchers, our internal database and where appropriate, advertising. For national or international mandates we employ the services of our affiliates to expand the scope of the search.


In all cases, a senior consultant leads the professional search team and conducts all interviews to ensure consistency of candidate evaluations. All candidates are screened against the qualifications including education, experience, management style, achievements, compensation history and criteria deemed important for candidate fulfilment. These results are further assessed against the short and long term objectives of the job, the working atmosphere and future mobility, enabling us to properly appraise the candidate’s potential to excel in the role.

Search progress

There will be updates, including any critical market information regularly reported to the client. If the market is unyielding to certain specifications, client consultations based on our thorough research will determine how to proceed.

Candidate presentation

A short list of candidates that we believe to be best qualified for the position is presented and interviews are arranged at our client’s convenience.

Conclusion of search

Reference checks verifying the final candidate’s qualifications and employment history can be provided by Morgan • Palmer, a third party referee or through the client’s own resources. Psychological appraisals, credit and criminal record checks are also available through a third party provider when requested. We manage the presentation of the employment offer and negotiate any final details with the candidate of choice.

The stage of offer and acceptance can be a sensitive time for the candidate. Also, the complexities that can arise at the time of resignation require a particular understanding of what for many is an emotional stage of events. That is when our objective treatment and earned credibility can help to maintain focus, for all parties, should any surprise developments detract from the process.


Our involvement does not cease at the point of hire. We periodically follow up with both client contact and the successful candidate to help smooth any transitional issues right from the start of the employment relationship. This ongoing communication has been particularly beneficial in fine-tuning the hiring process in view of future assignments. Additionally, we express gratitude to runner up candidates for contributing to a robust search process by offering them post-search networking services at no cost.


The terms of our guarantee cover the first six months of employment. The guarantee is to provide a replacement candidate following the same specifications as for the original hire and is not transferable to other positions. This policy is valid for any cause of separation other than a staff reduction.

Morgan Palmer supports equal opportunity employment and encourages applications from any visible minority, gender, disability or age group.