Ethics - Process - Fees
Code of Ethics
In the execution of search engagements for our clients, we pledge that we will:
Exercise objective and impartial judgement in each search assignment, giving due consideration to all relevant facts.
Strive to be accurate in all communications with clients and candidates an encourage them to exchange relevant and accurate information.
Support equal opportunity in employment and objectively evaluate all qualified candidates.
Avoid, or resolve through disclosure and waiver, conflicts of interest.profile, salary parameters, and your interview process.
Exercise objective and impartial judgement in each search assignment, giving due consideration to all relevant facts.
Strive to be accurate in all communications with clients and candidates an encourage them to exchange relevant and accurate information.
Support equal opportunity in employment and objectively evaluate all qualified candidates.
Avoid, or resolve through disclosure and waiver, conflicts of interest.profile, salary parameters, and your interview process.
The Process
Careful study of the job description, client's needs, hotel location, corporate
climate, management skill requirements, salary parameters, etc.
Meet for internal and external brainstorming and networking sessions to see who is available and who is suitable.
Identify every candidate in our database that matches the search specifications. At this point we may review 20 to 60+ possible candidates.
We will research their resumes and narrow the list down to 5-10 potential candidates. To arrive at an initial short list.
Phone or personal contact with potential candidates.
Up front we will focus on three criteria:
Do the candidates have the appropriate background
Are they willing to change jobs for the opportunity
Are the candidate's goals in line with your goals, both short and long-term.
climate, management skill requirements, salary parameters, etc.
Meet for internal and external brainstorming and networking sessions to see who is available and who is suitable.
Identify every candidate in our database that matches the search specifications. At this point we may review 20 to 60+ possible candidates.
We will research their resumes and narrow the list down to 5-10 potential candidates. To arrive at an initial short list.
Phone or personal contact with potential candidates.
Up front we will focus on three criteria:
Do the candidates have the appropriate background
Are they willing to change jobs for the opportunity
Are the candidate's goals in line with your goals, both short and long-term.
Fee Structure
UHS serves on a STRAIGHT - or EXCLUSIVE CONTINGENCY BASIS and in some occasions, we sign a PARTIAL RETAINER (Top Executive Level Positions and very challenging searches only) to suit a client's specific need.
Our fees can vary, usually we are charging an agreed Percentage Fee, depending on the degree of difficulty which will be agreed upon, paid by the client. Depending on some special circumstances, we will be able to negotiate for our clients a predetermined Fixed Fee.
For Exclusive Contingency assignments, UHS is entitled to charge up front a non-refundable Engagement Fee, the amount of which is determined by the scope of the position for the specific search and credited toward the final bill.
The Partial Retainers are usually billed for three installments.
Our fees can vary, usually we are charging an agreed Percentage Fee, depending on the degree of difficulty which will be agreed upon, paid by the client. Depending on some special circumstances, we will be able to negotiate for our clients a predetermined Fixed Fee.
For Exclusive Contingency assignments, UHS is entitled to charge up front a non-refundable Engagement Fee, the amount of which is determined by the scope of the position for the specific search and credited toward the final bill.
The Partial Retainers are usually billed for three installments.