| 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) |
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Curated Shortlist – Headhunting Services
