Our Approach

Wurster Partners concentrates on helping clients achieve an advantage through the identification, assessment and ultimate recruitment of the most experienced and talented business leaders in the industries we serve. Our approach is illustrated below.

Assessing the Need

The 'environmental' meeting is the beginning of a professional commitment to complete each and every assignment as a partnership. It begins with a broad discussion of the critical business issues the successful candidate will address as well as ascertaining the essential competencies of the position. That is followed with a comprehensive understanding of the behavioral characteristics that will be required to be successful in the role. Our previous search experience allows us to have a deep understanding in the many aspects of performance metrics and what it will take for the candidate to succeed.

Candidate Development

Approaching the candidates is of maximum importance in a search, so we never delegate this critical activity to others. Those directly working on the engagement are best prepared to present the opportunity in a compelling way, articulating the nuances of the position and commenting meaningfully on the cultural aspects of the client organization. As a result of this process, we will also be able to credibly address concerns candidates may have about the opportunity relative to their own careers and their prospects within the client organization. Given the background and specific expertise of the firm, most sources, prospects and potential candidates view us as peers in the business world, and usually value our insight and advice; the high quality of the dialogue between us and this constituency greatly increases the prospect of getting to and attracting the best talent. Indeed, our commitment to nurturing long-term relationships further strengthens this bond and enhances our ability to have access to top talent for our clients.

Candidate Evaluation and Assessment

When assessing candidates, we steer away from the 'typical interview' that simply regurgitates a person's overall accomplishments. Instead, we focus on the answers to the 'what' and 'how' questions that are often windows to delve deeper into the individuals behavioral characteristics. Examples from a candidate's professional successes allow us to better predict whether he or she will effectively perform when challenged with specific performance requirements. Further validation through extensive third-party sourcing is the final and crucial complement to the judgment made by us.

Search Completion

In the war for talent, a skilled and insightful approach to closing a search can make the difference between success and failure. Since our consultants invest in the relationship with candidates through every step of the search process, they are better able to monitor and address concerns about the job or the practical and personal aspects of transitioning to a new role. This minimizes the barriers to closure at the final stage of the search.

Candidate Transition