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Our
Methodology

Our
Methodology

Seamlessly connecting hiring and integration.

When we launched Accelent, our hypothesis was that talent integration (onboarding) should be part of our executive recruiting process, and not just a secondary step initiated after the hire.

AIM (Accelerated Integration Methodology)

Decision Matrix

Organizational Alignment

Our closed-loop process, which we call AIM (Accelerated Integration Methodology), seamlessly connects both hiring and integration. We start inside our client’s organization with a deep discovery process of the company’s business (value prop, revenue model, sales process, customer profile, financials, etc.) and then focus on their decision making process and what we call the decision matrix (essentially how work gets done in the organization). We also investigate formal and informal networks within a company to better understand the culture and ensure organizational alignment.

Unique Dynamics

Key Initiatives

High Success Rate

Quite possibly the most important question we ask is to identify, in as much detail as possible, the four, five or six key strategic and tactical initiatives this new executive either must get done, or make progress against, in the first 100 days. Once done, that unpacks the spec. Those initiatives then enable you to unpack the competencies necessary to be evaluated for each candidate.

Powerpoint Deck/Video Spec

Increased Response Rates

We then take all of the information we have gathered from the discovery process to inform how we go to market. We don’t go to market with a multi-page Word doc, that is not compelling to sought after candidates, but instead go to market with either a PowerPoint deck or a video spec. Given the competitiveness of the hiring market, you must be increasingly compelling with the candidate presentation.