Zealy Stewart & Associates LLC is unlike most executive search firms.

At ZSA, we don’t simply seek out high-performing candidates who meet the client’s job description. We go beyond what’s on the page to assess clients’ competition, corporate culture, and the way they do business.

Based on that assessment, we target – and then find – their “ideal person profile.” This labor-intensive process ensures that our clients are filling the right job with the right person.

Think About Tomorrow

Most executive search firms provide job descriptions that are artifacts of what worked for the client in the past instead of blueprints of what’s needed for the future. At ZSA, we create a “projected job specification” that considers how management wants the position to affect the organization, what industry trends are and how the successful candidate can have a positive impact.

Unlike most firms, we are often involved in the negotiation of the salary package. Part of the process includes:

An in-depth analysis of the candidate’s three-year total compensation history
A projection of the candidate’s costs over a two year period, including base, bonus, equity, benefits and perks
A discussion of what would be ideally acceptable and minimally acceptable to the candidate
And unlike many executive search firms, we interview candidates evenings, weekends, holidays – whenever they are available.

More Than A Fresh Start

Recognizing that the hire is just the beginning and not the end of the process, ZSA offers an optional year-long service called “new manager assimilation,” which facilitates the new executive’s integration into the firm. This approach, unique to ZSA, jump-starts a new manager’s corporate assimilation with a two-day structured meeting involving manager, peers and subordinates.

The object is two-fold. For new managers, it immediately shows what they’ve inherited and what is expected of them within the context of the corporate culture. For the organization, it telegraphs who their new colleague is, both professionally and personally, and condenses the “getting-to-know-you” period.

Weekly follow-up with a trained ZSA representative helps the manager avoid possible pitfalls. This sets the groundwork for him/her to flourish within the new environment – the ultimate goal of any successful search.