We partner with our clients in a consultative process aimed at selecting organizational leaders. Success in these partnerships depends upon a strong mutual commitment to the task at hand as well as mutual trust, candor and responsiveness by each party as the search progresses. Before commencement of a search we would enter into a commercial agreement which clearly indicates our professional fees and other terms of engagement.

a.       Accepting Client Assignments

Outstanding client service begins with a full understanding of the client organization, its business needs and the position to be filled. To ensure success we would:

Ø       Accept only those assignments that we are qualified to undertake on the basis of our knowledge of the client's needs and ability to perform the specific assignment.

Ø       Disclose promptly conflicts of interest known to us and accept assignments only if all affected parties have expressly agreed to waive any conflict.

Ø       Develop an understanding with the client that, among other things, makes clear the organizational entity that is defined as the client organization, the fees and expenses to be charged, and any ongoing assurances or guarantees relating to fulfillment of the assignment.

Ø       Agree with the client concerning any "off-limits" restrictions or other related policies that govern when and how they may recruit from the defined client organization in the future.

Ø       Agree with the client on what information about the position in question will be made available to candidates and sources during the search, when this information will be released, and in what form.

b.       Performing Client Assignments

We serve our clients with integrity and objectivity, making every effort to conduct search consulting activities on the basis of impartial consideration of relevant facts. Specifically, we would:

Ø       Conduct a focused search for qualified candidates consistent with a search strategy agreed upon with the client.

Ø       Develop with full client involvement and approval a comprehensive job description for each search engagement and make this available to candidates before they are presented for interview with the client.

Ø       Evaluate potential candidates before presenting them for an interview with the client. Such evaluation normally includes interviews in person or by video-conferencing, appropriate preliminary inquiries into references and background, and a careful assessment of the candidates strengths and weaknesses against the specification for the proposed position. Clients would be advised when circumstances require a modified approach.

Ø       Agree with the client as to what reference and background checks need to be conducted on finalist candidates, what elements these checks should cover, how extensive they should be and who will perform them.

Ø       Present information about the candidate to the client honestly and factually and include any reservations concerning the candidate that are pertinent to the position.

Ø       Advise the client promptly and offer alternative courses of action if it becomes apparent that no qualified candidates can be presented, or that the length of the search will differ considerably from that originally specified.

Ø       Withdraw from the assignment we determine that a client has characterized its organization falsely or misled candidates and is unwilling to rectify the situation.

Ø       Refrain from the presentation of resumes in the absence of an existing client relationship.

c.       Preserving the Confidentiality of Client Information

We would use our best efforts to protect confidential information concerning our clients. Specifically we would:

Ø       Use confidential information received from clients only for purposes of conducting the assignment.

Ø       Disclose such confidential information only to those individuals within the firm or to those appropriately qualified/interested candidates who have a need to know the information.

Ø       Not use such confidential information for personal gain, nor provide inside information to any other parties for their personal gain.

d.       Avoiding Conflicts of Interest

We have an ethical obligation to avoid conflicts of interest with our clients. For example, we would:

Ø       Refuse or withdraw from an assignment upon learning of conditions that impair our ability to perform services properly, including actual or potential conflicts of interest unless all affected parties expressly agree to waive the conflict.

Ø       Provide to clients our undivided loyalty as an advocate and professional advisor in the process of negotiating with finalist candidates. Only in exceptional circumstances, and only with agreement in advance of all affected parties, will candidates be presented to more than one client simultaneously.

Ø       Inform clients of business or personal relationships with candidates that might affect or appear to affect the member's objectivity in conducting the assignment.

Ø       Not accept payment for assisting an individual in securing employment.

Relationships between MES and Candidates

Although our primary relationship is with the client, we also seek to establish professional relationships with candidates. These relationships should be characterized by honesty, objectivity, accuracy and respect for confidentiality. In building such relationships, we would:

Ø       Explain the relationships that exist between the parties involved in a retainer-based search consulting engagement, and in particular the rights and obligations of the candidate in the process.

Ø       Provide candidates with relevant and accurate information about the client organization and the position.

Ø       Encourage candidates to provide accurate information about their qualifications. Upon learning that a candidate has misled the client or member regarding his or her qualifications, reject the candidate unless the client, candidate and member agree that the candidacy should continue following disclosure of the facts.

Ø       Present to clients accurate and relevant information about candidates, and otherwise maintain the confidentiality of information provided by prospective and actual candidates.

Ø       Only provide an individual's confidential resume or other confidential data with the individual's prior consent, and in the context of an existing client relationship.

Ø       Advise prospects and candidates of the status and disposition of their candidacies in a timely fashion.

Ø       Explain that only in exceptional circumstances may an individual be presented on more than one search simultaneously, and then only if all involved parties agree.

Ø       Advise candidates that, so long as they remain employed by the client organization, we may not approach them as a candidate for a future search without the express permission of the client.