1 Initial Candidate Identification
1.1 Source candidates from internal database, referrals, and targeted LinkedIn search
1.2 Cross-check against “off-limits” companies or conflict of interest lists
1.3 Verify relevance based on sector, seniority, and location
2 Screening & Evaluation
2.1 Conduct preliminary phone/Zoom screening (30–45 minutes)
2.2 Validate role alignment (career purpose, recent roles, and reporting level)
2.3 Assess executive communication and leadership presence
2.4 Confirm legal right to work and language fluency (if applicable)
3 Technical & Cultural Fit Assessment
3.1 Match against key technical skills (e.g., Indonesian Labour Law, Comp & Ben, OD, etc.)
3.2 Evaluate strategic/analytical thinking based on examples provided
3.3 Assess cultural and leadership style fit with client environment
3.4 Confirm past change management or transformation exposure (if needed)
4 Salary, Availability & Commitment Check
4.1 Ask current and expected compensation, and total reward breakdown
4.2 Confirm notice period and earliest availability
4.3 Gauge interest level and motivation for role transition
4.4 Ensure no active competing offers (or disclose if any)
5 Document Collection & Verification
5.1 Collect updated CV (professionally formatted)
5.2 Request Cover Letter or Statement of Intent (if applicable)
5.3 Capture complete contact details, current employer, and key projects summary
6 Shortlist Report Preparation
6.1 Create executive summary per candidate (role-fit, key experience, skills match)
6.2 Include compensation data, notice period, and location flexibility
6.3 Provide summary of interview notes (pre-screen & internal assessment)
6.4 Highlight readiness score: Role Match – Salary Fit – Availability
7 Client Submission & Review
7.1 Submit 3–5 curated profiles with formatted dossier and comparison chart
7.2 Prepare for debrief call with client to walk through each candidate
7.3 Gather feedback and adjust second wave sourcing (if needed)
8 Optional – Psychometric & Background Checks (Pre-Offer)
8.1 Initiate psychometric/leadership profiling tool if required
8.2 Conduct early reference checks (discreetly and with consent)
8.3 Verify educational or certification credentials (if critical to role)
