D'Andrea & Associates-Candidate Research & Development

The D&A Difference: Respecting our clients’ trust!

The D&A difference is based upon our commitment to quality and our hands-on management of our clients’ trust. Since 1992, Don D’Andrea has continued to evolve a search methodology which is worthy of, and respectful of, each client’s trust. We are focused, hands-on, and have chosen to remain a smaller firm...because we are committed to the excellence and results our clients engage us to deliver.

D&A’s search methodology is a commitment to its clients.

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Target companies

Prior to beginning our original candidate research, we develop, with clients’ involvement, a thorough list of target companies. For each target company, we identify appropriate technologies, product groups, site locations, contact information, and more. We encourage clients to customize and prioritize the target company list to best meet their needs and further assure the success of the search.

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Original candidate research

We are well known for our thorough and accurate candidate research.

Our candidate research is original and not compiled from job/resume posting boards.

The candidate research includes candidates’ names, job titles, current employers, and work phone numbers. We may also obtain other information, including email addresses and cell phone numbers.

To develop and submit 60 candidate profiles, the list of researched candidate names will typically exceed the number of profiles by ~50% (i.e., a list of ~90 researched candidate names is typically necessary in order to develop and submit 60 candidate profiles).

As soon as the candidate research is completed, we provide the candidate list to clients for their review and possible prioritization. This information becomes the property of our clients.

Our clients know, in advance, which candidates, working for which companies, will be contacted.

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Recruiting presentations

We are known for working with our clients to create informative, motivating, and compelling candidate presentations. Clients have been known to adopt our candidate presentations for use by their internal recruiting staffs.

Candidate presentations contain a wealth of information:

Client history, headcount, location, stock symbol, www address
Product line information
Financial performance information
Job specs
Client and position selling points (“sizzle”)
Compensation package information (base salary, incentives/bonuses, commissions, stock options, benefits, etc.)

Before we begin to contact and profile candidates, clients have an opportunity to review and edit their candidate presentations. Clients know, in advance, the message we will convey to their candidates.

We are well prepared to talk with candidates. We communicate the compelling aspects of clients’ opportunities, and we motivate and persuade qualified candidates to have an initial phone conversation with clients and to further explore our clients’ opportunities.

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Candidate profiles

Our candidate profiles are thorough, accurate, consistently formatted, and easy for clients to read. Our goal is to simplify and expedite the candidate review process for clients.

Candidate profiles capture information typically contained in a resume, as well as other valuable insights, and clients utilize the profiles when making their all important first contact with candidates. Our profiles provide clients with an alternative to coping with an infinite number of resume formats and varying resume content when first contacting candidates.

Candidate profiles are D&A’s end product, and we strive to develop profiles which meet our clients’ needs.

In addition to our having developed their profiles, some candidates may email their resumes to us. Whenever this occurs, we forward their resumes to our clients.

We do not submit profiles of incorrectly researched candidates.

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Client follow up with candidates’ profiles

We encourage clients to review our emailed candidate profiles as soon as possible following their receipt, and to follow up with candidates within one work week.

Clients will first focus on the “Open” candidates and give these candidates the highest priority to contact. We also encourage clients to contact the best and most opportune of the "Not Open" candidates. And, we offer our assistance to clients to help convert "Not Open" candidates to "Open" and hirable candidates. It is not unusual for clients to hire initially "Not Open" candidates.

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Multiple hires per search at no added cost

Clients may make multiple hires per search from our original research list and our flow of candidate profiles.

Clients may also hire D&A’s candidates to fill any of their other positions, currently or in the future.

No additional compensation is due to D&A for multiple hires, currently or in the future.

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End of project reports

Upon completing the emailed profile flow for a project, we provide clients with a D&A folder containing the hard copies of all profiles, plus a hard copy database report listing each profiled candidate by name, title, company, phone number, and “Open” or “Not Open” status. Clients have found these hard copies to be valuable backups for their physical files.

The D&A Difference: It makes a big difference for our clients!

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