Search Process



  • Kick off Meeting with client to understand position and company specific needs
  • Provide client with market salary range receive budgetted range from client
  • Agree on search mode – Retainer based or Contingency based
  • Decide on whether or not make use of ads in various media and if so, agree on budget and target
  • Finalize Ostergaard Pre-search Questionaire™
  • Decide key points on business cases (optional and only for retained searches

Employer Branding

  • Agree on top unique selling points
  • Provide and get sign-off on proposed Job-ad and external job description
  • Finalize call scripts
  • Present proposal for Ostergaard Employer Sales campaign™ (only for retained searches)

Source & Screen

  • Internal database research
  • Engage two tiers of private networkds (candidates comes from these in +70% of our searches
  • Market Research, cold calling
  • Advertisement in the media agreed upon (optional)
  • Screen candidates
  • In depth interviews by two levels of consultants
  • Personality assessment & cognitive testing (optional)
  • Candidates work on business cases (optional)


  • Evaluate
  • Create individual profiles incl. skills, remuneration, professional experience, personal attributes and personality profile/cognitive test score (if that option was selected
  • Shortlist candidates


  • Present short-listed candidates to the client
  • Internal database research
  • Arrange client interviews
  • Attend client interviews (optional)


  • Reference check in accordance to Ostergaard & Co’s very comprehensive reference check template
  • Support remuneration and contract negotiations (provide bench mark if required)
  • Agree on onboard date, sign contract and finalize placement
  • Keep ongoing contact with client and candidate after contract signature