Our Process

Our process is built on a foundation of deep listening, market insight, and a commitment to building long-term relationships. We don’t just fill roles; we help shape hiring decisions that matter.

1. Intake & Role Definition

We begin with a deep-dive session to align on the role’s success outcomes, required competencies, cultural fit, reporting lines, compensation range, and key hiring parameters.

2. Stakeholder Map & Governance

We define decision makers, interviewers, and approvers—agreeing on interview cadence, feedback timelines, and clear ownership across each stage.

3. Search Strategy & Market Mapping

We craft a tailored search plan—identifying target companies, competitor landscapes, and ideal candidate profiles to guide outreach efforts.

4. Outreach Assets

We prepare professional outreach materials—email templates, candidate briefs, and company overviews—to ensure clear and compelling engagement.

5. Sourcing & Active Headhunting

Using targeted searches, networking, and Mandala’s AI database, we identify and approach both passive and active talent across key markets.

6. First Contact & Screening

We conduct short, structured calls to assess motivation, experience, leadership style, and compensation expectations, grading each profile objectively.

7. In-depth Assessment Interviews

We organize structured interviews to evaluate strategic thinking, leadership, and cultural alignment—often supported by case studies or work samples.

8. Reference Checks & Validation

We verify finalist achievements and leadership style through confidential reference checks with peers, managers, and direct reports.

9. Interview Loop with Stakeholders

We coordinate final interviews with key stakeholders, prepare candidate summaries, and consolidate all feedback to ensure alignment on top choices.

10. Offer Strategy & Negotiation

We advise on competitive offer structures, manage negotiations, and ensure smooth acceptance while maintaining candidate engagement.

11. Closing & Announcement Plan

We coordinate offer finalization, resignation planning, and prepare internal and external communication for a successful appointment announcement.

12. Handover & Onboarding Support

We provide optional 30/60/90-day check-ins to ensure a smooth transition, strong engagement, and early success in the new leadership role.