Process

Our search process is truly one of the things that separate us from every other search firm. The founder of Valor Partners, Douglas Johnson has an advanced degree in sport psychology and the study of elite performance. Doug has found that the aspects of elite sport performance are also found in the business world. This process allows the Valor team to critically evaluate candidate skills to predict future performance and cultural fit for our clients.  This unique approach, incorporating key performance criteria, ensures that the team at Valor Partners presents our clients the best candidates for their key critical hires.  

Our search process includes the following:
Assignment selection- We work assignments in our area of focus to ensure the greatest opportunity of success. We are effectively an extension of our client organization and for this reason it is critically important that we be able to work closely with the key decision makers inside of our client companies.

Assignment research
We have a team of researchers who assist us in providing in-depth information about our clients, their competitors, relevant market news and information to facilitate our search effort. We conduct our research continuously throughout the search process.

Recruitment approach
We enter the market armed with a target list of companies and individuals based on our research, network and database of market data. We do not use job boards or postings but instead proactively reach out to the candidate market. Almost all of the candidates we present to clients are currently working with other companies. By focusing on these "passive candidates" we allow our clients a greater opportunity to build the best teams. 

We carefully qualify the candidates we present to our clients to ensure:

• They have the right background
• They are willing to change jobs for the right situation
• Their career goals align with our clients corporate objectives

Interview coordination
We will work closely with clients to make arrangements for all interviews in the recruitment process. Additionally, we will conduct detailed debrief conversations with both our clients and candidates at the conclusion of every interview. This allows us a unique perspective that most firms ignore. It also provides information critical to our clients successfully securing the best candidate.

Offer, Transition and Follow-up
We will negotiate offer terms on behalf of our clients and candidates to ensure we have a mutually agreeable arrangement for both parties. We will counsel our candidates on the resignation process including how to deal with potential counter-offers.

Because the time between resignation and starting with the new company is when the new employee is most vulnerable we also maintain contact with the candidate during the initial phase of joining the new company.

Finally, we will follow-up with our clients to ensure the assignment was completed to their satisfaction and will request a reference letter and permission to use our clients for reference purposes.