One of the key differentiators of the Blue Bridge Group is the quality, depth and breadth of our search process. Developed over years of delivering high-level retained executive searches, this process has been constantly refined to its current state. It is this process and the results it delivers that differentiate us from both contingent search firms and other retained firms.

Our philosophy is based around the belief that our job is to not only identify top quality executives but also to thoroughly screen them prior to presenting them to our clients. Our screening process is second to none in both scope and depth. Utilizing extensive proprietary tools and process combined with the extensive experience of our consultants allows us to focus on the quality of the candidates versus the number of candidates.

The following is an overview of the phases of our process:

Phase One - Definition of the Job
This phase is based around the completion of the Job Spec Questionnaire. This tool developed by the BlueBridge Group is used as a framework to assist our clients in defining the role of the proposed position as well as the type of individual desired. Once the client has had a chance to work with it we then work with you to fully define the Job, responsibilities, requirements and personal attributes being targeted in the search.

Phase Two - The formal Job Spec and Decision Matrix
Based on the data gathered from Phase One a Formal Job Specification is developed. This document is used both internally and as a sales tool to present the position and company as professionally as possible. The document includes information on the Company, management team, products and history as well as a complete description of the position. Based on the complexity of the search a Candidate Decision Matrix (CDM) may be developed. A proprietary tool developed by the BlueBridge Group, this matrix provides an analytical tool for assessing candidates within complex searches.

Phase Three - The Search Strategy
Using the information gathered from our clients, we develop a strategy to identify the best candidates as well as the best way to market the opportunity. This step is particularly critical to the search process, as it is essential that we be able to capture candidate interest during our initial contact.

Phase Four - Research and Initial Screening
During this phase we develop our initial pool of candidates through extensive research and networking. Once identified, we speak with each of the candidates to assess level of fit and interest in the job. Based on these conversations the pool of candidates is reduced and a Target List of the best candidates developed.

Phase Five - Personal Interviews
Candidates selected for the Target List are all interviewed and assessed for cultural fit, skills and ability to do the job. From this process a Short List of the best candidates is developed.

Phase Six - Personality Assessment
All candidates selected for the Short List are assessed using our online assessment system. This process provides us with an in-depth analysis of personality and behavior traits of the individual and allows both the client and BlueBridge to have a very thorough understanding of the candidate's organizational and cultural fit.

Phase Seven - Client Interviews
Following the Assessment process all candidates are scheduled for interviews with you. A complete profile and assessment of each candidate is provided to you in advance that includes the interviewing candidate's resume, CDM results, personality assessment and our impressions.

Phase Eight - Reference Checking
Once you have identified your top-tier candidates, we complete reference checking. All references are contacted and questioned in-depth. From these conversations we develop Reference Reports to allow you to make your final choice.

Phase Nine - Choosing the Best Candidate
Based on all of the input from both our client and our own observations the client selects the top candidate. Our role is to assist you in making the best decision through the application of all data collected, our opinions, candidate feedback/perceptions of your organization and the opinions from the reference checks. Once everything is reviewed and presented you choose the best candidate.

Phase Ten - The Offer
This is one of the most critical phases in the search process. Our job is to help you understand what it will take to close the deal in today's market conditions as well as the expectations of the candidate. Based on this data, we work with you to build an offer defining the base salary, bonus structure, equity and any other pertinent issues that will satisfy both parties.

Phase Eleven - Negotiating the Deal
Our role is to be the "go-between" for both parties in the negotiation phase of the deal. It is our job to help you and the candidate get a "good deal" and feel part of a win/win hiring situation. We believe it essential that everyone involved feel this way. After all, this is why you hired us.