At the start of every project we establish a date for the shortlist and agree a venue.

As background to the shortlist interviews we provide full candidate histories and we also provide our own assessment of each candidate, in which we’ll highlight areas of both interest and concern and provide our judgement on how readily the candidate will fit into the client’s organisation.

These assessments concentrate on qualitative issues of the candidates’ approach, style and impact – we know that the client can judge the purely quantitative information from the career summaries. The document containing this information is sent to the client at least three days before the date of the shortlist interviews.