Ardent will carry on the Dingman approach to serving client needs for leadership which has been firmly validated by the unequivocal success in seeking out and finding the best fit for the position.

Unlike many search firms that utilize a one-dimensional approach (i.e. a database of potential candidates), Ardent offers clients a unique and holistic approach by:

• Customizing each search assignment based on the organization’s needs, culture, value and existing team.
• Aggressively pursuing results, yet flexible to the need.
• Striving to be a trusted advisor, approachable, available most anytime and sensitive to the people.

Ardent's approach is aligned with our goal to use cost-effective search and evaluation processes to bring long-term value to a client's organization.

METHODS

Ardent utilizes a variety of methods for gathering and analyzing candidates. We have perfected our approach in the course of working with top businesses and mission-oriented service providers so we are effective.

Ardent will identify individual strategies for each client in order to find the best leaders. Our application of original search methodology is what makes us unique.

FEE

Ardent operates on a retained basis with typically a flat fee of $30,000.  Expenses included in this fee are: Travel expenses for initial client site meeting (one), background checks, administrative expenses, web posting and candidate interview CD.  Client pays for candidate interview expenses directly to the candidate.

PROCESS

In the course of the search procedure, we will:

• Have an initial meeting at your location with the supervisor, direct reports and peers to this position to develop an understanding of the organization, culture, needs, and desires for the position to be filled.
• Primarily interface with one person from your organization, typically the supervisor of the person being hired.
• Prepare a document, called an “Opportunity Profile, (OP)” based on the consultant’s meeting with you and others at the organization, outlining the timeline, position and organization description as well as the characteristics required for a successful candidate. Once the OP has been agreed upon by you and the consultant, it will be the basis by which the search will progress.  Significant changes to the reporting structure, duties, expectations of the hired person’s performance, specifications of what is sought in a candidate or compensation must be in writing and agreed on by both you and the consultant.  It’s possible that significant changes might invalidate the work already done and thus cause an increase in the fee.
• Create a questionnaire in conjunction with you, to which candidates will respond.
• Complete a comprehensive search for qualified candidates. Qualifications will be based on a thorough evaluation of potential candidates, including a candidate completed questionnaire, in-depth personal interviews (interview with spouse, if desired/applicable) via web cam video conferencing, verification of credentials and background check, two to three initial reference interviews and careful assessment of each individual’s strengths and weaknesses. An unedited copy of the recorded interview is available to the client, if desired.
• Send periodic progress reports to you.
• Initially, present two excellent candidates from which you may fill the position.  If for some reason the initial candidates are not acceptable, it is essential that the client provide specific input/data so the consultant may determine what was lacking and proceed to find additional candidates, presenting them one at a time, up to a maximum of six candidates.   This search is being done on a “best effort” basis. While it would be rare, there could be circumstances where we might not be successful. We would do everything we could to insure that wouldn’t be likely to happen.
• Provide, concurrent to the candidate presentation to you, an electronic copy of the “Candidate Profile” (CP) which is typically 8-20 pages long, detailing the candidate’s career, education, accomplishments, references and the consultant’s insights and recommendations. 
• Provide a consumer report, including credit information, driving record, degree verification and criminal records is obtained for each candidate.
• Assist, if requested, in the final negotiations to ensure that your organization has the best opportunity to hire the preferred candidate.
• Periodically follow up with the supervisor and the selected candidate to insure that things are going well.

WHAT WE ASK OF OUR CLIENTS

Candor, including an honest appraisal of your organization’s leadership and culture.