Search Process

1. The Consultation, Developing the Position Description and Ideal Candidate Profile

We begin every assignment with a thorough discussion of our client's needs. We may conduct an audit up-front on our client's sales goals, contracts, budgets, staffing plans, etc., as they affect the company. We can provide competitive information to help them assess where to increase revenues. We can consult on organizational planning and structures. We review all those areas with our clients and contribute our expertise in guiding our clients on processes and structures to be competitive with others in their industry. These services are provided strictly on a consultative basis or as part of a search process.

If we are to conduct a search, over the years, we have recognized that our role is not to find the "best" candidate, but to find the "right" candidate. Therefore, to insure a timely and cost efficient search for this "right" candidate, we typically follow this process outlined below:

To begin, we then have in-depth discussions with the hiring manager and any other staff to develop the open position responsibilities and ideal candidate's profile. That document is then reviewed and approved by the client before beginning the search. We then set dates for presenting candidates and initial candidate interviews.

2. The Search Strategy, Screening and Interviewing Potential Candidates

Once the position description has been agreed upon, we develop the best search strategy with our client. For any strategy, we compile names of targeted candidates and sources. Then, in some measures, based upon information in our proprietary database, other similar assignments we have conducted, our network, and public information, along with any suggestions from our client, we telephone interview all interested candidates and present to the client only those who most closely fit the needs of the client. The client is sent detailed information on all appropriate candidates. These reports contain complete information on a candidate's background with detailed examples of his/her demonstrable skills and style that appear to match the client's needs. During this process, we obtain preliminary reference information that we pass along to our client.

3. Face-to-Face Interviews

On those candidates who most closely fit our client's needs, we perform face-to-face personal interviews (or video conference interviews) with the candidates to develop a complete personal and professional profile. For the best of those candidates, we arrange for the client and the leading candidates to meet. For that meeting, we provide the client with complete backgrounds as well as our professional evaluation on the candidate's personal and professional qualifications for the position. We may suggest relevant interview questions and techniques for the client to use to adequately measure the candidate's skills. After each meeting, we talk with both the client and candidate about their interest level and "fit." Our role is to communicate clearly to the candidate the expectations of the client, and to the client, the differences between how each candidate matches the needs of the client.

4. Reference Checking and Compensation Negotiation

We conduct at least three telephone references and an educational check. We present detailed accounts of these interviews to our client. Because our network is so extensive and longstanding, we are able to obtain factual, informative and in-depth comments on the candidate's professional and personal ability to succeed in the position. We want to prepare our client and the candidate to maximize the chances that the candidate will succeed. Once the client has decided upon a candidate, we can assist in negotiating compensation packages, so when our client makes an offer, the candidate will accept the offer. On behalf of our client and our firm, we send letters of appreciation and announcements to anyone with whom we have discussed the position.

5. Closing

Once a candidate has been hired, we communicate frequently with the client and the selected candidate to make sure the transition is smooth and successful. We speak with all of our selected candidates at least once a year and keep an updated record of their accomplishments. Often, we host seminars for our clients and the selected candidates to keep both our clients and candidates on the leading edge of sports marketing skills

TeamWork Innovators

Daryl Morey, General Manager, Houston Rockets

Daryl Morey brought some amazing talents to the sports industry. Upon graduating from Northwestern where he worked part-time while in school for Stats, Inc., before entering graduate school at MIT Daryl was hired as a Senior Knowledge Management Engineer and helped Mitre develop a computer program for NSA which could scan all the international videos and bring up clips of specific items – such as “Hussein” – and show just those clips across all international broadcasts. This technology was later developed for commercial use and marketed under the company, Virage. Mr. Morey wrote the code and algorithm. He could convert speech to text and frames and mark when a story started and ended on the video. Is it a surprise he has become the thought leader in advancing database analytics, algorithms and technology in the sports industry?

Learn more

Others Say

‘Morey is the whiz-kid stats analyst who made news last month when he was hired from the Celtics, where he worked on the business side, to take over as (GM) Dawson's eventual replacement. With his background as a Bill James disciple, Morey's hiring was hailed as the NBA's first venture into "Moneyball."’

- Marty Burns, Sports Illustrated