Dalton Group LLC

puzzle

We understand that our role is serving others.

You are the experts at your business; we are the experts at finding top quality leaders.

Working together in a partnership is the best way to find the right leader for the right role. Just like in your business, teamwork makes the difference between success and mediocrity.

Our search process is proven, systematic and thorough. We execute it diligently.

Our job is to make the challenging task of finding and selecting effective leaders as streamlined and manageable as possible for you, our client.

When our process is executed in partnership with our client and with our standard thoroughness, candor, and transparency, the result is an effective and high impact match between leader and organization.

We break our process into the following logical phases:

Pre-search Phase

Meet with prospective client via telephone or in person to discuss our process, detail our services, and explore criteria for a successful search.

Once retained, meet with the client organization including all pertinent leaders and staff members to develop an understanding of the organizational background and culture, current needs, strategic goals, as well as the scope of the position to be filled.

Provide client with a draft of the Position Profile for editing/approval. This profile details the company, position, and criteria for prospective candidates. Once the profile is approved by the client, the search is fully active.

The Search

Proactively, seek out potential candidates by leveraging our extensive network of industry sources and conducting original research for each new project, as well as tapping into appropriate databases, directories, and associations.

Once identified, take prospective candidates through a deliberate vetting process that begins with phone conversations and progresses to face-to-face interviews. All of this leads to more fully understanding the prospective candidate’s fit with the client’s position and culture.

Narrow the field to a fully vetted panel of 3 to 4 candidates. Each candidate’s professional references will be interviewed and we conduct all appropriate background checks.

Provide written Candidate Profiles containing resume data and summarized information from all interviews with the candidates and references, background checks, and our analysis.

Client Interview Phase

Assist our client in the development of an effective interview process that provides all parties the pertinent information for decision making. We will facilitate the ever-challenging scheduling and logistical aspects of this phase.

Once the client has reached a hiring decision, assist with extending the offer and serve as an objective party for both sides as discussions proceed.

Follow Up

Upon successfully landing the candidate of choice, follow up with the remaining candidates as well as inform the many contacted sources that a selection has been made.

Remain in touch with both candidate and client during the transition, and throughout the critical first year.

Send post-project surveys to the client and selected candidate.

View the Dalton Group eBrochure:

eBrochure as PDF file

eBrochure as Powerpoint Slide Show

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Powerpoint Viewer 2007

Global CEO Search
...Thanks to your efforts we not only found a Global CEO..., but the resulting merger of IBS and STL has positioned our organization to literally wrap our arms around the globe... Your strategic contacts gained over many years helped make this possible...

Mike Richards, Board Chairman

Prison Fellowship
...[Dalton Group] helped us significantly in building our leadership team at Prison Fellowship. [Their] work is critical to what is our most important resource: people.

Chuck Colson, Founder

National Institute for Learning Development
...Because you assessed the culture of our organization so well you were able to discern who would be a good fit. You were right—he is a spectacular fit...

Kathy Hopkins, Chief Executive

General Counsel, Fisher Scientific
I have had extensive experience working in senior management in both corporate and not for profit institutions. During that time I have been on both sides of the recruiting process... Bret's combination of professionalism, integrity, experience and deep insight is a unique asset and invaluable tool...

Successful CEO Candidate

Prison Fellowship
I want to thank you for your support throughout this search process. From the beginning, you were willing to take a risk on a fellow academy grad...

Admiral Curt Kemp, USNA '72, Successful COO candidate

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Growth almost 10% on Foundation investments
June 4, 2008
From Chronicle of Philanthropy: Despite a slowing economy, American foundations reported an average annual return on investments of 9.9 percent for 2007, a rate that was down from the year before but higher than the average of what foundations said they had hoped to achieve, according to a report by the Commonfund Institute scheduled for release today. Click title to read on...

Young staffers seek to improve the Nonprofit work force
May 16, 2008
From Chronicle of Philanthropy: As nonprofit groups increasingly compete with business and government employers to attract young workers, many people in their 20s and 30s are pressing charities to improve salaries, offer greater opportunities for career development, and do more to promote the diversity of their work forces. Read more by clicking the title above...

Universities Try to Serve a Generation of Those Who Seek to Do Good
April 4, 2008
According to an article in today's The Chronicle of Higher Education,: The young adults choosing careers today watched as the Twin Towers fell, as Katrina swept onto land, and as the Asian tsunami left devastation in its path... Those same young adults — many of them college students — have seen nonprofit organizations step in to help during times of turmoil. Combine that with service-learning requirements and a rise in volunteerism during high school, an extraordinary increase in the number of charities created over the past two decades, and the anticipated retirement of baby-boomer nonprofit executives, and it adds up to high demand for undergraduate programs in nonprofit management. Read more by clicking on the title above.

05.14.08
Drucker on Leadership: 3 unique traits & a one word definition
by Elizabeth Haas Edersheime Through her interviews and correspondence with Peter Drucker, Ms Haas Edersheim has provided several insightful contributions to the Drucker legacy. This piece from last summer is one such item. Click the title above to read more...

04.02.08
Next Generation Leaders Speak Out
A new report from the researchers at CompassPoint Nonprofit Services explores the ongoing discussion about a potential leadership shortfall...

- Fellowship of Christian Athletes (FCA)(current)

- WorldVENTURE (current)

- Walk thru the Bible (current)

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