Keep abreast of the changing climate of today's architectural profession.

Network extensively to establish contacts with the "best and brightest" in the industry.

Maintain contact with industry leaders to understand the challenges facing today's architectural firms.

Build extensive database of the most talented architects, of varying degrees of experience and range of expertise in various facets of the industry.

Develop a thorough understanding of the requirements for the particular position contracted to be filled.

Research both short-term and long-term technical skill requirements of the position.

Research firm's management structure to best understand the ideal psychological profile of candidate.

Research talent database to locate possible candidates, factoring in skill level requirements and psychological factors to determine best fit.

Narrow research results.

Recruit candidates in highly confidential manner.

Pick potential candidates from among the "window shoppers" and the under-qualified.

Evaluate potential candidates against the position criteria.

Perform in-depth interviews with potential finalists.

Perform finalists' reference audit with former supervisors and colleagues.

Check candidates' credentials and education

Arrange and coordinate interview schedules.

Prepare client for interviews by providing full pre-interview information, as well as results of references and credential audit.

Debrief candidates after each interview.

Debrief client after each interview, assessing strengths and weaknesses.

Coordinate next step on possible offers to be made, while setting the stage for candidate's acceptance.

Strategize with the company to provide all necessary information needed to negotiate an offer at the best possible terms for the company, while still being accepted by the candidate.

Reconcile any differences with the successful candidate to smooth the way for offer acceptance.

Assist successful candidate in cleanly terminating present position.

Follow up after placement to assure new employee integration.

Communicate to company any potential problems that the candidate faces in new position, to ensure successful assimilation.