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Summit Talent Group’s Services

Summit Talent Group has a sincere interest in having a long-term relationship with our candidates and clients, as demonstrated by the majority of our business coming from referrals and repeat engagements.

Our team of experienced professionals engages in a six-step process to identify and recruit top-level talent to your organization while embracing diversity and inclusion in conducting executive search services throughout the United States.

Summit Talent Group’s Executive Search Services

Retained Executive Search

Summit Talent Group’s team of experienced professionals engages in a six step process to ensure we can accurately represent your culture, vision, mission, goals, strategy and governance structure when identifying and recruiting top-level talent to your organization. Summit Talent Group embraces diversity and inclusion in managing all of our executive searches.

Contact Seth Lee to begin your retained executive search.


The Anatomy of a Successful Executive Search

Step 1: Establishing the Search Timeline

Summit Talent Group establishes a comprehensive search timeline that commits client stakeholders and candidates to the search process. We communicate with the interviewers and candidates, outlining critical milestones and setting expectations as early as possible in the executive search process. Our experience demonstrates a well-developed timeline results in appropriate preparation, communication, feedback, and conclusion of the search.

Step 2: Conducting Stakeholder Interviews

To thoroughly understand your organization, Summit Talent Group begins by learning about major initiatives, capital projects, system implementations and/or change management projects that have a transformational impact on your organization. Through in-depth conversations with stakeholders, we develop intimate knowledge of your organization’s culture, values, mission, vision, goals, strategy and governance structure. Further, we solicit information about the position’s goals, objectives, duties, responsibilities, perceived barriers and attractiveness as well as the ideal candidate’s education and competencies. Finally, we focus on your local community—industry, schools, athletics, housing, climate and cultural amenities—integral lifestyle factors that candidates highly value.

Step 3: Defining the Position Specification and Competencies

An important marketing tool in the executive search process, the position specification creates the critical first impression of the hiring organization for candidates, and contains detailed information such as: financials; outcomes; awards; position summary; job location; duties and responsibilities; ideal qualifications; goals and objectives. Further, an operations/cultural competency summary is developed using the key competencies of the position that affords candidates the opportunity to detail career accomplishments and achievements. This tool allows for more robust and in-depth interview dialogue when candidates are at the client site.

Step 4: Developing the Candidate Slate

To identify and pursue candidates and referral sources from organizations of “pedigree”, Summit Talent Group devotes hours of original research, sourcing, development, and personal contact with candidates that supplements our expansive database of talent. Interactively, we work with the hiring manager and search committee to develop a slate of candidates for in-person interviews, complete with a comprehensive information packet (resume, competency summary, current employer profile, compensation, relocation, optional video and psychometric evaluation) outlining the candidates’ professional career trajectory.

Step 5: Facilitating the Interview Process

Summit Talent Group actively partners with the client on the coordination of interview logistics and conducts both pre-interview preparation and post-interview debrief sessions with candidates and the search committee. As interviews progress, Summit Talent Group captures a numerical evaluation and anecdotal observations of the interviews; facilitates a candidate of choice recommendation; and conducts a “pre-close” dialogue with final candidates that confirms potential acceptance of an offer.

Step 6: Executing the Job Offer

In formulating and presenting the offer—total compensation, relocation, benefit plans and the pre-onboarding protocols—Summit Talent Group collaborates with the client to ensure appropriate communication and coordination with the candidate of choice, and that references and background checks are completed.


Interim Executive & Leadership Placement

When an unplanned or unexpected executive or leadership position becomes vacant, the complexities of delivering health care to patients require immediate replacement of talent. Summit Talent Group offers access to highly skilled health care professionals, conversant in industry trends, compliance, turn-around, performance improvement and consulting, who can step in to your organization and fulfill the urgent executive and leadership needs in the areas of clinical, financial, operations, human resources, revenue cycle, and communications. Summit Talent Group embraces diversity and inclusion in managing all of our interim placements.

Contact Seth Lee to begin your interim placement.


Mid-Level Leadership Search

Clients that are accustomed to the thoroughness of an executive search should also have the same experience when placing mid-level managers and individual contributors; commonly, clients rely on “contingency” search to address this pain point, but are oftentimes dissatisfied with the level of service and candidate talent. Summit Talent Group offers “con-tainer” search services that blend both contingency and retained search attributes, mirroring the best practices associated with an executive search, and ensuring your “next-level” leaders are identified for succession and growth. Summit Talent Group embraces diversity and inclusion in managing all of our leadership searches.

Contact Seth Lee to begin your leadership search.


Physician Research, Sourcing and Development

As independent physician practices operate as large regional enterprises and health systems continue to expand their physician network, the competition for attracting practicing physicians is a top priority. Summit Talent Group offers the complete “front-end” solution of physician candidate research, sourcing and development, allowing for the actual recruitment, offer and onboarding to be handled by your physician practice operations team, creating a seamless recruitment partnership. In addition, Summit Talent Group offers the unique service of building a dedicated database of physician talent aligned with your strategic ambulatory initiatives. Summit Talent Group embraces diversity and inclusion in managing all of our physician searches.

Contact Seth Lee to begin your physician research, sourcing and development.