OUR SEARCH METHODOLOGY In our initial discussions with the client, we work with your team to learn as much as possible about the position and the challenges around the search.  We also talk with executives and hiring managers involved so that we gain a good understanding of your organization's culture, and what types of candidates would make the best organizational fit. Aggressive Search - We thoroughly search the field by utilizing our nationwide professional contacts, databases, resources, and cold-calling to identify the best qualified candidates available in the industry.  Since many potential candidates may not be actively seeking new opportunities, we aggressively seek them out to make them aware of your job opportunity. Candidate Identification and Selection-During this phase, our search firm interviews candidates extensively through a series of telephone and face-to-face interviews, to obtain a realistic appraisal of their capabilities, accomplishments, potential, and suitability for your position and business environment.  Candidate Assessment Report - Once the slate of candidates has been narrowed down, a Candidate Assessment Report is presented to the search committee and/or client for review.  This report provides a summary of the professional background of each candidate that is officially being considered for the role, and outlines the strengths and weaknesses of each.  Feedback from this stage will determine which candidates are brought in for personal interviews with the client company. Professional Coordination - Our firm will assist with determining candidates' availability, and scheduling and coordinating interviews.  We will also handle any other important details that the client would like for us to spearhead, such as background and reference checking.  Thorough Reporting - At various intervals throughout the search, our firm provides the client with written reports of our activities in support of their assignments.  These reports are typically submitted every two to three weeks.  Search Completion and Closure - Our firm can assist by advising you on compensation, terms of employment, and salary negotiations, when needed.   When the position has been successfully filled, we also send out written, official notification to all those candidates whom we have sourced during the search process, so that you don't have to.  We will notify you once this process has been completed. Quality Assurance and Post Placement - a Quality Feedback Survey is sent to our client at the completion of every search assignment to ensure customer satisfaction.  In addition, we stay in touch with both the client and the candidate during and after final placement in order to make sure that the transition is smooth.

CONFIDENTIALITY   We treat every assignment with utmost confidentiality.  Our client can always be assured that we will maintain a trustful, honest and diplomatic relationship with whomever we contact on their behalf, and that that we will always handle assignments with professional diplomacy. OUR GUARANTEE W.G. Tucker Group provides its clients with a one-year guarantee on the placement of each candidate.  If for any reason other than work stoppage, restructuring, or lay-off, the candidate voluntarily severs their employment with the client company, or is terminated, our firm will initiate another search at no additional fee to the client.  However, in order to validate this guarantee, the client must pay the balance of the fee within ten working days of the candidate's starting date of employment. FEES Since we are a retained executive search firm, we require our clients to sign a Retained Search Agreement prior to the initiation of the search process.  Having this commitment allows us to perform a dedicated search on behalf of our client, and all of our efforts are directed toward filling positions in a most timely manner.  Our fees are based upon a percentage of a candidate's annual compensation, and are paid in three installments. The first one-third of the fee is paid upon commencement of the search assignment. The second third is due several weeks into the search process, and after the first group of candidates has been presented to the client. The balance is due upon completion of the search assignment - after offer and acceptance -and the final fee is based upon the actual total salary paid to the candidate.

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