How Our Search Works | Dilys Search

What happens from the first call to the final offer.

Before search begins, we define exactly what we are looking for — and why. This includes the role scope, reporting structure, operating context, success profile, and any barriers the search is likely to encounter (geography, compensation, confidentiality, internal dynamics).

This stage is not a formality. Organizations that skip it — or rush it — are the ones that end up with shortlists that do not fit the actual problem. We do not start outreach until the mandate is clear.

Role scope, title, and reporting structure confirmed
Candidate success profile defined — not just credentials, but operating context fit
Compensation range set against current market reality
Confidentiality parameters established if required
Search geography determined

We map the candidate market before we start reaching out. Who are the right people for this specific mandate? Where are they? What would move them? This stage combines sector knowledge, network depth, and research to identify the target candidate pool — including leaders who are performing well in their current roles and are not actively looking.

Our search is Canada-wide. We do not restrict outreach to the local market unless the mandate requires it.

Candidate market mapped by organization, geography, and role type
Target list built from active sector knowledge and direct research
Passive candidates identified — not just active applicants
Search strategy tailored to the mandate's specific hiring barriers

We reach candidates directly. Not through a posting. Not through a mass email blast. Direct, personal outreach to the specific people identified in the search strategy — with a clear, honest, and compelling description of the opportunity.

Assessment is structured and behavioural. We evaluate operational competency, leadership fit, sector knowledge, and the specific characteristics the mandate requires. References are contacted for finalists before they reach the client shortlist.

Direct outreach to passive and active candidates
Structured behavioural interviews with every shortlisted candidate
Sector-specific competency evaluation — not generic HR screening
Reference checks completed before shortlist delivery
Candidates who do not meet the mandate standard are not forwarded

The shortlist arrives within 10–14 days of mandate confirmation. It includes 2–4 candidates who have been fully assessed, referenced, and evaluated against the mandate criteria. Each candidate profile includes our assessment summary, not just a resume.

The shortlist is a decision-ready document. The client should be able to move immediately to interviews without needing to do additional screening themselves.

2–4 candidates — assessed and referenced
Full candidate profile with Dilys Search assessment summary
Candidate interest and availability confirmed before delivery
Ready to interview immediately upon receipt

We stay active through the interview stage. Candidate preparation, scheduling coordination, feedback collection, and alignment support are part of the engagement — not extras. Searches stall when communication breaks down between the client and the candidates. We prevent that.

If a candidate withdraws or does not advance, we assess whether the existing pool can continue or whether the search needs to extend. We do not disappear after shortlist delivery.

Interview scheduling and logistics coordinated
Candidate preparation for each interview stage
Structured feedback collected from the hiring team after each interview
Candidate engagement maintained throughout — strongest candidates are kept informed and interested

We advise on offer structure and compensation to maximize the probability of acceptance. Offer negotiation is a stage where searches fail — often because the client and candidate are both reasonable but the middle ground is not obvious. We facilitate that conversation with both sides.

Once the offer is accepted, we stay involved through the transition. The first 90 days matter. A candidate who starts well stays. One who starts badly sometimes does not.

Offer strategy and compensation benchmarking
Negotiation facilitation between client and candidate
Start date and transition logistics coordinated
90-day check-in with client and placed candidate
Replacement guarantee coverage applies from start date

The things that separate a real search from a resume service.

CEO-led from start to finish

The person who runs the mandate is the person who speaks with you, assesses the candidates, and signs off on the shortlist. There is no junior delivery team handling your search after the first call.

Care-sector depth, not generalist coverage

Dilys Search has deep roots in seniors living and long-term care. We know the regulatory environment, the workforce dynamics, the leadership challenges, and the difference between a candidate who reads well on paper and one who can actually lead in a care organization.

We go to candidates — they don't come to us

Posting a role and waiting is not a search. The strongest candidates are employed and not looking. We reach them directly, with a clear and credible case for why the opportunity is worth their time.

Shortlist quality, not shortlist volume

We deliver 2–4 candidates. Every one of them has been assessed, interviewed, and referenced before they reach you. You should be able to hire from the shortlist — not use it as a starting point for your own screening.

We stay involved through the close

Many search firms disappear after the shortlist. We stay active through interviews, offer negotiation, and the first 90 days post-placement. A candidate who starts well and stays is the outcome — not just a placement fee.

Bilingual capacity across Canada

We conduct searches in English and French and operate across Ontario, BC, Alberta, and other provinces. Bilingual mandates — including those serving francophone communities in Ontario or Quebec — are handled natively, not through translation.

Questions about the process

What does the retainer structure look like?

Most Dilys Search engagements are retained, with fees structured in two or three instalments across the search timeline. Retainer terms are confirmed at mandate sign-off. See the pricing page for fee structure details.

What if the shortlist does not produce a hire?

If the shortlist does not generate a hire, we assess why and extend the search. This is uncommon — most searches produce a hire from the initial shortlist — but we do not close the engagement if the mandate has not been filled.

How does Dilys Search handle confidential mandates?

Confidential searches — where the organization or the nature of the vacancy cannot be disclosed — are a standard part of our practice. We manage candidate outreach with a blind mandate approach, disclosing the organization only when mutual interest is confirmed. See also: how confidential executive searches work.

Do you recruit outside Ontario?

Yes. Dilys Search operates Canada-wide. We have completed searches in Ontario, BC, and Alberta and have active capacity across all provinces. Remote-delivered searches are standard for most mandates.

What happens if a placed candidate leaves within the guarantee period?

We provide a replacement guarantee on all retained searches. If the placed candidate departs within the guarantee window through no fault of the organization, we re-engage the search at no additional professional fee. Terms and exclusions are detailed on the pricing page.

Can Dilys Search run multiple searches at the same time for one organization?

Yes, subject to capacity. Multi-role engagements are discussed and scoped at the outset. We are transparent about our capacity before taking on multiple concurrent mandates.

From mandate to shortlist in 10–14 days.

What happens from the first call to the final offer.

Mandate Definition

Targeted Search Strategy

Candidate Outreach and Assessment

Shortlist Delivery

Interview Coordination and Feedback Management

Offer Strategy and Transition Support