AgriFind partners have years of experience in sourcing candidates for our clients. Every search project both past and present further enriches our extensive database of talent and industry / market intelligence. Retained search assignments are led by an experienced Partner and backed up with a dedicated Researcher and additional search consultants as needs dictate.

We launch search engagements with the research process and our first step includes our database which includes candidate data that in some cases will span their entire career. Our database allows us to archive reference data, individual performance reports, and compensation history. We then conduct fresh talent mapping of target organizations utilizing state-of-the-art research tools to hone in on sources for the most appropriate talent needed within our client’s organization.

AgriFind Partner – Fernando Espinosa has set executive search performance records that led him to being nominated for membership in the exclusive Pinnacle Society. Membership in The Pinnacle Society is limited to 75 of the highest performing recruiting professionals in the U.S., Canada and Mexico. Fernando is the only member ever accepted for membership in The Pinnacle Society from Mexico. His track record of recruiting and search performance has set the standards for performance within AgriFind, as well as our parent firm – Qualifind. Fernando’s ability to exploit research data to connect with both referral sources and candidates sets the bar for what other AgriFind search consultants can achieve in securing access to valuable talent. We focus on continuous improvement in our processes, continuing education for our search consultants, flexibility to adapt to innovation, and above all – our reputation which ensures that when an AgriFind executive search consultant places a call – the call will be taken and voice mail messages will be returned.

AgriFind Partner – Warren Carter’s roots go back to the rural southeastern agricultural community of Blackshear, Georgia where industry included tobacco, corn, soybeans, beef, dairy, pork and poultry production. His roots coupled with a career in executive search and recruiting with an extensive focus on international markets on behalf of multinational organizations have given AgriFind the process expertise, market knowledge and reputation to source and secure talent for any agribusiness, food & beverage or life science organization.

Much of success or failure can be found in the details. The AgriFind Retained Search Process provides transparency to our clients to ensure that they are kept abreast of our progress in their executive search assignments. We provide detailed reports of both our progress, as well as detailed data on desired candidates for hire. Our communications with both candidates and clients as a trusted advisor are critical to achieving success from building interest in our client’s organization through offer negotiation with the desired candidate. Detailed reporting and effective communications strategies makes all the difference in the outcome of an executive search assignment.

AgriFind’s parent company – Qualifind, Inc. was founded in 1999 and became an industry leading executive search practice focused on the U.S. and Mexico. That same disciplined focus on client service, organizational depth and track record of success has been instilled in AgriFind’s agribusiness and life science centered practice.

Our efforts to our client’s success do not end at offer acceptance. A critical element to our process of securing and placing talent within client organizations is following up with the new hire. Numerous issues can become problems if not properly communicated or dealt with. We believe it is critical to the new hire’s success that we touch base with the new hire at key points during their first 90 – 180 days in their new role. As objective third party consultants, we are able to identify and communicate potential issues and get them resolved before they become conflicts or problems. Making the placement is just a component of our measure of success – ensuring the placement is able to deliver value and competitive advantage to our clients is what we prefer to be measured by.

• meet with the client, preferably at the client’s location,
• prepare an Engagement Letter and Search Profile based upon discussions from the client meeting and submit for client approval,
• define the search strategy

• begin the process of researching potential candidates for the targeted role,
• screen and assess prospective candidates through phone and e-mail assessment tools,
• present a list of qualified candidates to client for review,
• discuss list of candidates with client and agree on a short list of candidates for face-to-face interviews,
• conduct face-to-face interviews with short listed candidates.

• prioritize and rank candidates in accordance with their overall match to client needs,
• personally conduct the reference checking process of the selected candidate and will then prepare a detailed written report outlining what each reference had to say about the selected candidate,
• work with client as needed to prepare an offer of employment.