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Recruiting High Impact Talent

Our Executive Search Process

We understand local cultures and behaviors as well as global corporate values.
Alder Koten Executive Search was founded in 2011. Its headquarters are located in Houston and it has offices in Guadalajara, Monterrey, and Mexico City. We also have partner firms in many cities, including: New York, Boston, Chicago, Australia, Belgium, Brazil, Canada, Chile, China, Denmark, Finland, France, Hong Kong, Italy, Germany, Netherlands, New Zealand, Norway, Poland, Russia, Spain, Sweden, Switzerland, Turkey, and United Kingdom.

Alder Koten is a proud member of the Association of Executive Search Consultants (AESC). AESC Members operate at the top of the profession adhering to the AESC Code of Professional Practice.

Members of the AESC are committed to their clients’ success, partnering with them to provide deep expertise in the industry, functional roles, and geographies in which their clients operate. AESC Members have to be experts advisors because as partners they understand what is at stake—the value of success and the cost of failure.

The competition for qualified leaders is fierce and the best candidates could be across town or across the globe. Executive search consultants know the terrain. Since the 1950s, executive search has been a specialized form of management consulting where firms identify, evaluate, and secure leading candidates.

Today, firms have the resources and experience to expand beyond search to leadership advisory services—providing a wide range of executive talent solutions to help companies achieve a competitive advantage.

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Seven-Step Executive Search Process

We recognize that every client is unique, so we start every executive search project with a thorough review to understand your strategic, cultural, financial and operational issues. We then tailor a structured search strategy to meet each client’s individual needs. Our consulting team forms a partnership with our clients, working as advisors and facilitator throughout the process.  We’re focused on helping our clients make successful hires, not forwarding resumes.

1. Define

We define a position specification in a collaborative approach that is based on a thorough understanding of the strategic, cultural, financial and operational issues our clients face. The position specification becomes the benchmark throughout the search project. It includes requirements for industry and functional experience, skills, competencies, cultural fit, and leadership style focused on the challenge on hand.

2. Target and Approach

We then use the position specification to develop a structured search strategy that serves as a roadmap for the search. The search strategy defines target organizations and target positions within those organizations based on the required subject-matter expertise, culture, business model, industry, process, and product knowledge.  Targeted candidates are then approached to gauge qualifications and interest.

3. Assess

Interested candidates are assessed against the defined project specification to determine a shortlist. The shortlist is achieved through detailed interviews that discuss the specifics of the positions, and explore the candidates’ background, competencies and interest in the role. Some clients request the application of specific assessments at this stage.

4. Present

A shortlist of candidates that are interested and fit the requirements based on the project specification is presented to the client for interviews. We provide detailed information on each candidate to the client, and we continue to manage the process during the interview stage, gathering feedback from all parties and managing candidate interest and expectations..

5. Verify

Reference checks and degree verifications are performed prior to an offer. Reference checks are done within the context of the project specification and designed to validate the same elements evaluated by our consultants.

6. Offer

One of the most important steps in the process is the offer stage. It requires an appropriate amount of time and resources to achieve the desired outcome – the hire. We act as 3rd party support during the offer stage. We document and verify the candidate’s current package and work with him/her to determine and align expectations with what our client has in mind. It’s important to make sure expectations are close and aligned before the written offer is presented. We stay close to the candidate once he/she receives an offer to gauge the response and address concerns in a timely fashion.

7. Transition

We maintain close communication with the candidate and our client through the resignation, onboarding, and the first 180 days providing valuable 3rd party feedback to both. This helps maintain communication, align expectations, and guarantee a smooth transition.



Our structured and logical executive search process provides our clients and their management teams with a plan and milestones that help deal with the uncertainty of the search and hiring process with confidence. Our expectation is to have periodic status calls, or meetings, to guarantee that the executive search engagement stays on track.



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