WHAT WE DO

Our Process and Scope of Services

At InveniasPartners, our search process is distinguished by its highly collaborative nature and disciplined methodology.

InveniasPartners Scope of Services

We bring deep, industry-relevant expertise to every engagement, working in concert with client leadership teams to design and execute a tailored, results-oriented search strategy. Clear milestones and realistic timelines are established to enable due diligence and ensure the identification and selection of the most qualified leader to advance the organization’s strategic objectives. Transparent, consistent communication regarding progress and key decision points ensures alignment and accountability throughout the search.

Our exclusive focus on healthcare leadership and talent advisory has enabled us to develop an extensive and influential network of senior executives and industry thought leaders. True to our name—Invenias, meaning “to discover”—we excel at leveraging both formal and informal networks to identify and engage exceptional talent. Each engagement is approached with fresh perspective and rigor; we do not rely on recycled candidates or preexisting slates, ensuring that every search is both bespoke and strategically aligned with client needs.

For each assignment, we employ a comprehensive sourcing and qualification process that includes the identification and evaluation of hundreds of prospective candidates. On average, we present between eight and twelve highly qualified, fully vetted individuals for client consideration. We then collaborate closely with the search committee to refine this group to those candidates who best align with the role specifications, organizational culture, and strategic imperatives. Due to the depth of our candidate development and preparation, our offer acceptance rate consistently approaches 100 percent.

Our Process

While each engagement is fully customized to reflect the specific requirements and culture of the client organization, the following outlines our recommended search process framework.

Organizational Assessment and Search Strategy

Establish schedule, key milestones and communications strategy timeline
Organizational analysis and cultural assessment
Meet and interview primary stakeholders including search committee, senior staff, Board — agree on search strategy
Obtain consensus on position scope and responsibilities, comp package, and success profile
Develop position specifications

Identify and Assess Candidates

Begin research phase utilizing internal and external resources
Identify target organizations and candidates
Screen and qualify candidates, both external and internal
Ongoing, frequent communication with client including presentation of Progress Reports
Provide client with “long list” of qualified candidates

Interview and Present Candidates

Interview and further assess top candidates that client has identified from “long list”
Complete initial referencing
Prepare complete write-ups on all candidates interviewed by InveniasPartners
Present written qualifications and assessment results on top candidates
Select finalist candidates to interview with client

Conduct Interviews

Facilitate all logistics for candidate interviews
Prepare with client interview guide and evaluations
Obtain candidate interview evaluation from client and candidate feedback
Arrange second and third interviews for final candidate
Complete final referencing and present preference report to client

Select and Present Offer

Consult with client on the selection process of preferred candidate
Assist client in creating and negotiating compensation package
Offer presented to and accepted by successful candidate
Advise on transition specifics with preferred candidate

Transition and Closure

Ensure smooth transition for successful candidate and family
Continuous follow-up with client and placement for first 12 months to ensure successful integration
InveniasPartners review search process with client
Present Quality Survey to client