ONBOARDING
Welcome. You’re in the right place.
This page is your reference point for everything that happens from here. What to expect from us, what we’ll need from you, and how the engagement unfolds from first session to placement and beyond.
You’re welcome to come back to it at any point – bookmark it for easy reference.
Here’s the shape of what’s ahead. The sections below walk through each phase in detail – bookmark this page and come back to any of them at any point during the engagement.
WEEKS 1-2
Initial working session + role definition and market benchmarking
WEEKS 3-8
Active search, candidate evaluation, and ongoing market intelligence
WEEKS 9-12
Final evaluation, reference and background checks, offer, and transition planning
POST-PLACEMENT
Check-ins within the first 60 days
WHAT HAPPENS NEXT
The engagement begins with a working session.
The first session
The first thing we do together is substantive. We use the initial session to map the full context behind this hire – the business objective it’s connected to, the market conditions the person will be operating in, and what success genuinely requires in that specific environment.
This is where the engagement actually begins. Everything that follows – how we define the role, how we evaluate candidates, how we structure the search – is built on what we learn together here.
What we’ll cover:
- What business objective this hire is tied to – market entry, organizational restructuring, a funding milestone, a growth phase
- What success looks like at 6 months, 12 months, and 24 months out
- What constraints you’re working within – budget, timeline, stakeholder expectations, regulatory requirements
- How this role fits within your current organizational structure
- What the market dynamics look like in the region you’re hiring in
Mapping the role against market realities
After the initial session, we take a few days to benchmark what we learned against the actual realities of the market. This means confirming what compensation for this role looks like in the target market, identifying which qualifications and credentials transfer across markets and which are market-specific, and mapping where candidates with this profile typically come from.
This is where we confirm that the role as defined is viable – or where we surface any adjustments needed before the search goes active. We’ll share what we’re seeing and calibrate with you before we begin outreach.
The search goes active
Once we’ve aligned on the role definition, we begin active outreach to candidates. You’ll hear from us as the search develops – not on a fixed schedule, but when there’s something meaningful to share: what we’re learning about the market, candidates we’re introducing, any calibration we think is needed.
When we introduce candidates, they have been thoroughly evaluated against the full context we’ve established together. Each comes with our perspective on fit, trade-offs, and what to watch for.
TIMELINE & MILESTONES
How the engagement unfolds.
WHAT’S HAPPENING
- Initial working session to map business context
- Role definition and market benchmarking
- Alignment on search approach and evaluation criteria
- Confirmation that the role as defined is viable in the target market
WHAT YOU’RE DOING
- Participating in the working session
- Reviewing our market assessment and role definition
- Confirming the approach before the search goes active
WHAT WE’RE DOING
- Understanding your business context deeply
- Mapping market realities against your requirements
- Defining evaluation criteria
- Building the sourcing strategy
WHAT’S HAPPENING
- Active outreach to candidates
- Initial screening and evaluation
- Ongoing market intelligence sharing
- Candidate introductions
WHAT YOU’RE DOING
- Reviewing candidates as we introduce them
- Participating in interviews with candidates who advance
- Providing feedback so we can calibrate as needed
- Staying in dialogue about what you’re seeing and any shifts in priorities
WHAT WE’RE DOING
- Identifying and evaluating candidates
- Conducting initial screening conversations
- Sharing market intelligence and what we’re learning
- Calibrating the approach based on what the market is showing us
Most candidates are introduced during weeks 4–7. If the market looks different from what we expected, we’ll tell you directly and work with you to adjust the approach.
WHAT’S HAPPENING
- Final round interviews with top candidates
- Reference and background checks, and deeper diligence
- Offer negotiation and acceptance
- Transition planning
WHAT YOU’RE DOING
- Conducting final interviews
- Making the hiring decision
- Negotiating offer terms (we stay involved to provide market perspective)
- Planning the candidate’s transition and start date
WHAT WE’RE DOING
- Facilitating final interviews
- Conducting reference and background checks
- Providing compensation and offer guidance
- Supporting negotiation and offer acceptance
- Coordinating transition logistics
WHAT’S HAPPENING
- Candidate starts in the role
- Onboarding and integration
- Check-ins within 60 days
WHAT YOU’RE DOING
- Onboarding the new hire
- Integrating them into the team and organization
WHAT WE’RE DOING
- Check-ins within 60 days
- Staying available if anything surfaces that needs attention
- Ensuring the transition is landing as intended
We’re invested in the long-term outcome. The check-in isn’t a formality – it’s how we make sure the hire continues to work as intended and that any early questions get addressed quickly.
WHAT WE NEED FROM YOU
The partnership works best when we’re genuinely in it together – and you already are.
WHAT WE NEED FROM YOU
- Organizational charts showing where this role sits
- Any internal documentation about the business objective this hire supports – strategic plans, board presentations, funding decks, whatever gives us context
- Access to key stakeholders who will interact with this role (we may want 20–30 minute conversations with them to understand their perspectives)
- Compensation budget and any constraints we should know about upfront
THROUGHOUT THE ENGAGEMENT
- Timely feedback on candidates – 48–72 hours when possible
- Visibility into any shifts in business priorities that might affect the role
- Access to the right people for interviews as candidates advance
- Open communication throughout, so we stay fully aligned as the engagement evolves
On decision-maker involvement. The person this role reports to should be directly involved throughout. Any executives or board members with input on the decision, and HR or People Ops involved in offer coordination, should be identified early so we’re aligned from the start. Having decision-makers available and aligned means we can move at the pace the market requires – top candidates in narrow talent markets often have other opportunities in motion, and we’ll keep you informed of any timing considerations so you can plan accordingly.
A FEW THINGS WORTH KNOWING
Good to know as we work together
How we communicate
We operate through ongoing dialogue, not scheduled status updates. Reach out any time – we’re always available.
When the approach needs to adjust
Markets don’t always behave as expected. The profile we defined might not exist at the compensation level we anticipated. The timeline might extend because the talent pool is narrower than we assumed. Business priorities might shift.
When any of this happens, we’ll surface it directly and work with you to find the right path forward. We’re not attached to the original plan – we’re attached to the right outcome.
Questions or Concerns
If something isn’t working, if you’re unclear about where we are in the process, or if your priorities have shifted – tell us immediately. The partnership works when communication is direct and honest in both directions.