For Clients
Improving your relationship with energy
Why Choose Brownholtz & Associates
Clients retain Brownholtz & Associates to perform multiple capabilities, including executive search, competitive compensation analysis, and retention strategies.
Executive level talent is facilitated through an understanding of client culture and candidate competencies. Creating an efficient, successful recruiting process includes a pre-defined search strategy, multiple networking channels, reference checks, compatibility assessment, behavioral interviewing and candidate exclusivity.
Our client portfolio represents an eclectic collection of organizations in the competitive energy markets, such as advanced energy technology companies, design engineering firms, energy service companies (ESCOs), facilities managers, and mechanical contractors.
Value-Added Services
- Development of a search strategy specifically customized for your company’s culture
- Commitment to a well-defined process of referral and a timeline for delivery of candidates
- Exposure of your company through multiple channels and networks
- Complete pre-screening, pre-qualifying, and preparing candidates for interviews
- Extensive reference and background investigation as requested by client
- Behavioral-based interviewing assistance
- Retention plan established as requested by client
- Exclusivity of candidates
- Performance guarantee
Our Process
Search & Recruiting Process
I. Understand Client’s Needs
Establish desired outcome; Define/measure success; Review past successes and failures
II. Consultation
Effective behaviors; Environment; Governing values
III. Establish a Search Strategy
Complete position scope; Candidate background requirements; Performance requirements; Company opportunity; Client selling points; Commitment to a timeline; Interview process
IV. Researching & Sourcing
Identify competition; Develop 3rd party contacts; Network with centers of influence; Identifying passive candidates; Connectivity to various user groups
V. Initial Screening and Qualifying
Phone interviews/Referrals; Evaluate background and qualifications; Identify motivations for change; Identify concerns· Address counteroffer and other transition issues; Verify performance records
VI. Submit Candidates
Arrange and schedule interviews; Candidate interview preparation; Client interview preparation
VII. Interview Follow-Up
Debrief candidate; Debrief client; Identify finalists; Final verification of qualifications; Completion of references
VIII. Negotiation of Offer
Determine parameters; Extend offer, gain acceptance, set start date; Finalize pre-employment
IX. Determine Transition and Retention Strategy
Employer follow-up intervals