Rittenhouse Search Process

Rittenhouse
Executive Search,
Inc.

Rittenhouse Executive Search - Our Recruitment Process:

Analyze client-recruiting needs
A written job description is just the start of our process. We interview the direct hiring manager and
others involved in the hiring process to ensure that we understand the company culture and goals.
We also obtain information about the atmosphere and direction in the department with the job
opportunity. We learn about the history of the job opening before starting our search.

We prepare to take the position to market
We create a compelling job description to attract the best possible candidates. We then analyze all of
our sources and prioritize them to identify good candidates. Confidentially we will target individuals
with appropriate skill sets. We will investigate each candidate’s willingness to consider a job change,
assess work experience, and identify sem-finalists for further review.

Identify candidates
Our primary source is our internal database. Over the years, we have been in contact with these
candidates and know their backgrounds, their ideal job opportunities and what stage they are at in
their career. We then target specified companies that are likely to employ our ideal candidate. We
keep our candidate pipeline strong by staying current on alumni databases and other sources.

Pre-qualify candidates
We complete an in-depth telephone pre-screen with each candidate. During this interview, we
evaluate their past performances and their sincerity in making a career change at this time. We
educate them about your company and the specific opportunity. We assess whether there is a
culture match as well as the candidate’s enthusiasm. If the position and the candidate are local, we
will conduct in-person interviews. We work with candidates who will potentially be a good fit, and for
whom the compensation, career path, and timing is right.

Present candidates’ qualifications
Only the most qualified finalists will make it to your desk. We have done screening references.   We
will provide the reasons for leaving previous employers, their interests in new opportunities,
availability, salary expectations and any additional information that we believe would be helpful for you
to evaluate the candidates.   In short, the candidates are qualified; now it’s a question of a face-to-
face meeting with you to determine which candidate has the appropriate chemistry with the hiring
authorities and the company.

Interview process
We will set up interviews and debrief both client and candidate. We will
address concerns and work with both sides to get answers to any
questions.   If at any point there doesn’t seem to be a match, we will
promptly communicate the reasons why there is not a match.

Negotiations
We assist in the negotiation of salary, bonuses, benefits, hours, planned vacations, start dates,
position titles, growth expectations and any other issues. We encourage both parties to disclose all
expectations at the beginning to ensure that there are no surprises.

Assist with candidate resignation
We assist our candidates with the resignation process by preparing them for the resignation. We
educate them on the negatives of considering counter-offers. We will help facilitate the transition to
the client company. We believe in developing long-term relationships and will be available for post-
hiring discussions. We want both the company and the candidate to be successful.

Please feel free to e-mail your Job Requisition directly to us :
recruiter@ritsearch.com    or call us at (215) 564-6007.