Executive Search

Needs Assessment and Creation of Position Profile

First, we will gather comprehensive information during our interview with any search committee members, department heads, and other key team members.

Next, Horizon will create a marketing piece for the search and position based upon this needs assessment. The final job profile will reflect the collective dialogue from these discussions and Horizon’s experience in Executive Searches. This profile marketing piece will be reviewed and approved by your team prior to delivering to any potential candidates.

The Search Begins

Our extensive candidate search consists of sourcing candidates through a variety of resources and will utilize our vast network. In addition to a proprietary resume database of over 350,000 hospitality professionals, we will utilize our strategic partners and existing professional relationships within the industry. Throughout the search, we will provide ongoing updates to you.

Candidate Presentation

Prior to presenting any candidate, our recruiters will have conducted a phone screen to confirm their qualifications and interest. Upon presentation of candidate information, we will schedule a conference call with pertinent individuals to discuss the candidates and answer any questions regarding their credentials.

Initial Phone Interviews

We will assist in coordinating phone interviews with the most qualified candidates, as well as debriefing each candidate and interviewer.

In-Person Interviews

Once the phone interviews have been completed, the client will conduct in-person interviews with the top 2-3 finalists. Horizon will assist with arranging these interviews and debriefing after they have taken place. Also, we will assist in coordinating any subsequent interviews as necessary.

Offer Extended and Accepted

We will draft the details of the offer for your signature and then present the offer to your candidate of choice. In addition, We will work through any details of the offer with the candidate to ensure acceptance and graciously communicate with the candidates not selected.

New Executive Begins Work

The start date and transition of your new executive team member will vary based upon the candidate’s notice of resignation (typically two weeks) and relocation. However, we will work closely with this individual to assist in a smooth termination of their current position and with relocation.

TriMetrix DNA Assessment

TriMetrix DNA combines behaviors, motivators and competencies together in a validated, bias-free and fully integrated assessment that meets EEOC and OFCCP requirements. This assessment is available in management/staff, executive and sales versions.

Reference Checks

Our 360-degree reference checking process includes speaking with prior SUPERVISORS, prior PEERS (i.e., co-workers), and prior SUBORDINATES to obtain a complete picture of your potential new employee. It is surprising how much you can truly learn about an individual by conducting a proper reference check.

Employment Verification

Past employment verification can also help uncover or explain gaps on a resume, or reveal an applicant trying to conceal downtime by stretching starting or end dates.

Background Checks

Our comprehensive criminal history check includes a felony/misdemeanor search of every jurisdiction of residence for your applicant with the past seven years. Our driving records report includes any moving violations, suspensions, revocations, or expiration.

Drug Testing

The simplistic justification for implementing a drug testing program within your organization is that illicit drug use will affect your bottom line and workplace safety.