Dear Candidates:

Thank you for engaging with our firm and considering our search projects. The following is an outline of how we plan to interact with you, and your feedback is welcome.

We want to ensure that everyone who engages with us is treated with dignity, discretion and total professionalism. We want candidates to enjoy the process, learn from it, and get something out of it regardless of the outcome. We like to think of ourselves as career and life counselors as much as search consultants. We don't need you to become our personal friends, but be assured that your interests will be considered by us as much as our clients'. We want our candidates to impact our clients, but also to enjoy the experience and enrich themselves professionally and financially, so our goal is to evaluate this match from both sides of the table and to be holistic in our thinking about it. If, for example, we think you're going to like the job, but dislike the people or the category or area, we will recommend to both parties that they abort the discussion.

We will strive to:

• Keep the discussion confidential. Ours is a business of discretion. We will not expose anyone beyond our direct client without their prior consent and we will remind our clients as often as is appropriate, to do the same.

• Tell you what we really think about the situations we are representing. We strive to represent compelling companies and opportunities but every situation has its flaws, and we try to be candid and open about these, constructively. We'll give you a solid industry overview, our thinking about how our clients will succeed vs. the competition, and how the role you are exploring will impact that process.

• Interview you against the job description and be thorough in our evaluation. You won't waste your time interviewing for the wrong job or situation, just so that we can "keep clients busy." If we don't think you're right, we'll tell you early on.
  
  
• Provide feedback that's meaningful. We don't coach candidates. We need them to succeed or fail in the interview process on their own merit. But to the extent that we can be helpful in providing useful feedback, we will do that and we try to be constructive every time.
  
  
• Follow up with you. We won't let you sit for weeks between events or meetings not knowing what's happening.
  
  
• Make this a painless process. We try and keep every engagement with a candidate to 30 to 45 days from start to finish. It won't drag on for months and months and with endless meetings. We know you have a "day job" and are a busy, engaged executive who doesn't have a lot of time to waste.

We have very professional project administrators who coordinate meeting schedules, book travel arrangements when necessary, and in general do whatever they can to make life easier for both the candidate and client.

Whether the end game is making you an offer, or telling you we went a different direction and why, we won't leave the dialogue open. We will close the loop properly and professionally.

You will not be treated unfairly based upon race, creed, gender or any other factor other than professional achievement, fit factors and technical qualifications. We are proud of our commitment to diversity, and enthusiastically celebrate the hiring of minorities and women into senior executive roles.

If you ever have a negative experience with our firm, we invite you to call one of the Managing Partners: Kevin Barry, Dave Mullarkey, Andy Price or Lee Schweichler, and tell us about it. We'll do everything we can to correct the problem and will be sincere in this effort.

Very truly yours,

The Team at Schweichler Price & Partners