Phase I

Orientation and Search Definition

Client Orientation

Centermark’s process begins with a personal meeting to understand your organization – your team, culture, short and long-term objectives and issues related to the search assignment. This thorough understanding provides a solid foundation for representing your organization and developing a recruitment strategy that addresses your needs.

Definition of Search Parameters and Strategy Development

Working collaboratively with you, we develop a search description and details, defining key competencies as well as ideal criteria, which will serve as the measure by which both Centermark Placements and your organization will evaluate potential candidates.

Keeping your goals and parameters in focus, we confer with you to create a customized and comprehensive plan to identify, recruit and attract qualified candidates, discussing resources, geographic range, compensation level and how your opportunity will be presented in the marketplace.

Phase II

Strategic Research and Evaluation

Candidate Identification

Using our strategy as a guideline, Centermark conducts targeted research of candidates, gathering new intelligence, utilizing our industry relationships and referencing information within our database. The result of this intense information-gathering process is a preliminary list of professionals to be directly recruited or contacted for referrals.

Candidate Recruitment and Evaluation

The majority of highly skilled healthcare leaders are passive and are not actively seeking employment. Our credibility and knowledge of the industry enhances our ability to attract these candidates by discussing the benefits and opportunities that your organization provides in comparison to those available with their current employers.

Through an evaluation process that is aligned with the criteria established in Phase One, we gain a comprehensive understanding of every candidate’s academic and employment history, as well as personal strengths, weaknesses, personality, intellect, motivations and management style. While technical skills are important, the right cultural fit is crucial and significantly impacts the placement’s long-term success.

Phase III

Candidate Selection, Negotiations and Interaction

Interviews and Compensation Negotiations

As we evaluate top candidates and simultaneously perform initial reference checks, we share resumes, provide comments, and, with you, determine the individuals to interview. We coordinate all meetings, make necessary travel arrangements and help to prepare you for each interview.

Following the first interviews, we provide feedback to all parties and conduct formal reference checks on final candidates as subsequent rounds of interviews take place. When you are prepared to extend an offer to the selected finalist, Centermark consults with you to assemble and present an appropriate compensation package.


To assure mutual satisfaction, Centermark maintains frequent communication with you and the successful candidate following the completion of a search. We are committed to ensuring that the integration of the new executive progresses smoothly and that both parties’ expectations are met and goals are achieved.