The Galler Group's Role in a Search
The Galler Group's Executive Search Division is retained by the client, and we receive a fee from the institution regardless of who is offered the position. In short, we work for the institution.

Though institutions are our clients, we are concerned about candidates, and we endeavor to treat them with consideration and respect. Our main concern is to find the very best possible fit between candidate and institution, since our reputation is built on our success in achieving that partnership.

We facilitate the search process and work with all participants to create an environment for thoughtful decisions. Generally, we conduct an in-depth assessment of the institution and the position before we work with the search committee or institutional representative to construct a statement of criteria for the position.

Next, we publicize this position announcement and advertise the position, inviting responses and nominations to build a candidate pool. We establish clear and efficient candidate communication and have strict guidelines for confidentiality.

We help design the interview and decision-making process and later on support job offer negotiations, if our client deems it appropriate. Finally, we facilitate the transition for the successful candidate and the institution.

The Galler Group serves as a liaison between the institution and the candidate, and does not make decisions on behalf of either party.

How We Help Candidates
The Galler Group supports each candidate to the best of our ability and as completely as possible during the search process; however, it is important to understand that our primary relationship is with the institutions that retain us to conduct searches. (See below: THE GALLER GROUP'S ROLE IN A SEARCH) Our Executive Search Division helps prospective candidates to explore positions before becoming actively considered; we work with you to determine the potential fit between you and the institution/position.

Specifically, we:

• Guide you in compiling your resume, cover letters, and background materials.
• Provide you with information on the search process.
• Provide guidance during negotiations of the compensation package.
• Work with you and the institution on a transition plan.

How We Protect Confidentiality
The Galler Group's professionals are experienced both in executive recruiting and in being recruited. We know that confidentiality is essential in attracting, recruiting and selecting the best candidates, and we strive to provide it in our work with you.

Only you, the candidate, can make the decision to proceed in the search. We will work closely with you and provide as much clear, up-to-date information about the search process as is available to us.

How We Consider Candidates for a Particular Opportunity
We ask that you submit your resume and a cover letter to us during the application process. If you are selected for consideration, you will be contacted for a telephone screening by a Galler Group search consultant. You may then be asked to meet with the consultant for a personal interview, and a preliminary reference check may be conducted before you are selected to meet with the institution's staff.

If you are selected to go forward, the next step in the search process is an official round of interviews with the hiring manager and/or the members of the institution's search committee. As a "first round" candidate, you may be asked back several times. The "second round" of official interviews generally occurs after the search committee has narrowed the field of prospective candidates to two or three finalists.

The search process takes anywhere between two to three months, or even longer depending on the seniority of the position. You will need to be patient while the institution makes decisions about candidates. We will keep you informed throughout the process.

How We Check References
Please choose your references with care. It is useful to have supervisors, colleagues and subordinates on your reference list. Please notify them in advance that The Galler Group will be contacting them. In this way, they will be prepared for our call and can be helpful and informative. On occasion, the client may ask for credit checks, request academic transcripts or additional background information.

We will not contact a current employer without your permission. However, please note that during the final round of interviews and before a final offer is made, it is customary for us to speak with a current employer.

When We Discuss Compensation
At the beginning of the search process you will have an opportunity to discuss compensation, benefits, and relocation issues with The Galler Group. In this way, we will test the fit for both the candidate and the institution.

As a finalist candidate, you will be asked to provide a detailed breakdown of your current compensation package including benefits, etc. This is to help insure that our client fully understands and can therefore structure a competitive offer. We can help resolve unrealistic expectations on both sides, and can work with discrepancies between a qualified candidate's requirements and the institution's proposed compensation package.

If You Are Not Selected
Many issues blend together in the final selection: experience, personality, credentials, and a score of other elements that create a successful fit between the final candidate and the institution. The final decision is made by the hiring manager and/or a search committee, but The Galler Group will convey the decision to you.

We all understand that it is difficult not to be selected for a position. A search is a competitive process, and there can only be one successful candidate. Disappointment is natural but you might look upon the experience as helpful in clarifying your goals, refining your resume, and practicing interviewing, regardless of the outcome.

The Galler Group will keep your resume on file, as your background may be appropriate for other searches. All searches are client-driven, however. We will look forward to talking with you about future searches both as a source of suggestions and as a potential candidate.