Executive Search and Selection For charities and not-for-profit organisations

Based on discussions with, and information provided by, our clients, we will prepare a candidate brief comprising a background paper describing the organisation, a detailed job description, a person specification and an outline of the remuneration package. This serves as the main terms of reference for identifying and evaluating candidates. All this information is made available to applicants when they apply online.

We will advise, discuss and develop a range of media options with you. We will draft copy for your approval and manage all the administrative aspects of the campaign on your behalf, working with our experienced media team.

Suitably qualified and experienced candidates are invited to an interview with the consultant responsible for your assignment. This consultant will see all candidates applying for the position. Candidates applying for the position who are currently working for your organisation, or candidates who are known to you, will be included in the process and assessed objectively and independently by CfA. Candidate reports are prepared to help you decide which of these most closely meet your requirements and we will meet with you to help you draw up a shortlist.

We will meet with you to go through all the interview reports and CV’s and help you plan the shortlist interviews. We are available to attend the final panel as your independent "observer" and provide additional feedback or advice as required.

We will agree fees and terms of business to cover:

• Meeting(s) to agree advertising copy and person specification
• Preparation of all advertisements
• Execution of database searches in addition to advertised search and selection
• Agreement of the interview questions to ensure all key skills & person attributes are covered
• Carry out detailed review of all CV’s received
• Meeting with yourselves to agree a long list for interviews to be carried out by CfA
• Preparation of interview reports
• Meeting to agree the short list
• Psychometrically profiling as required
• Attendance as independent observers at the final panel interviews

Week 1	Meetings with client to agree fine details of job and person specification and advertising / website copy
Week 2	Commence advertising - print and websites and CfA search
Week 4	Closing date for applications Agree long list candidates for interview
Weeks 4-6	Complete long list interviews at CfA Prepare interview reports Agree short list with the client
Weeks 7-8	Final Panel interviews and appointment

Diversity is one of our top priorities. Many people believe that diversity is just about numbers and quotas or gender and race. But it is about much more than that. It’s about the culture of organisations and whether people feel like they are a part of a community. It’s about differences in religious beliefs, ethnicity, sexual orientation, as well as gender, race, age and anything and everything else that makes each of us unique. CfA strives to be a company that celebrates these diversities rather than merely tolerating them, because being a more diverse team will make us better advisers.

In the unlikely event that an appointment is not made we will agree how best to continue the search. A reduced additional professional fee may apply depending on circumstances, if within the first six months the appointed candidate proves to be unsuitable. If the assignment is terminated before an appointment is made, but after a significant amount of work has been done, we will propose a fee based on the time spent.