Take Your Business To The Next Level. We Can Help You Find Your Chief Operating Officer.
Why Use Us To Find Your COO?
A COO for your companY’S OPERATING SYSTEM
Our process helps you understand what you need your Integrator to do, and we use the Visionary’s Accountability Matrix to delineate responsibilities between the Integrator and Visionary.
Multi-dimensional assessments & Expert interviewing
The Selection Process involves a series of assessments, ranging from psychology surveys to phone and in-person interviews to understand your candidates on multiple dimensions.
Expert Reports, Debriefs And Guidance
After collecting hundreds or thousands of data points we guide you through our findings and make our recommendations through comprehensive reports, with the People Track in mind.
How Our Selection Process Works.
STEP 1 Define
TIME 1 DAy
During the Definition phase, we work with you in an intensive session to get to know the kind of Entrepreneurial Leader that you are, and what kind of Chief of Operations would fit you best. We then create a vision for the ideal candidate, known as an Avatar, before we begin the screening process.
This includes quantifying accountabilities, priorities, time allocations, and success factors.
An Avatar is the ideal set of behaviors, culture fit, and personal skills that exemplifies the perfect candidate.
Requirements can includes years of experience, skill sets, education background, and salary expectations.
STEP 2 Screen
TIME 1 WEEK - 1 MONTH
In the screening process, we create a Chief of Operations description using high-converting recruiting language to find candidates from the highest quality national sources, then conduct a rigorous screening process that includes a phone interview, an email screen, and in-person interview.
We network with potential candidates, post online to attract talent, and screen resumes.
During the phone screen, we take the time to confirm resume & job requirements, discuss desired salary, and ask job-specific questions.
At this stage, we use email to gauge responsiveness and follow-through, evaluate writing abilities, and consider core value alignment.
STEP 3 Analyze
TIME 2-3 DAYS
During analysis, we thoroughly assess the behaviors, skills, and characteristics of candidates that would make them ideal Chief of Operations. We get data on all dimensions of employee characteristics, and condense the raw data into easy-to-understand reports.
We take a closer look at behaviors, cultural fit, personal skills, and critical thinking abilities.
We compare candidates to the avatar, identify additional questions, and determine candidate direction.
A review where we ask focused, behavior-based questions, probe job fit gaps, and understand leadership needs.
A deep-dive interview process to understand any issues or gaps, as well as follow up on performance check insights.
STEP 4 Accelerate
TIME 1 DAY
Once we’ve honed in on the ideal candidate, we shift gears into getting them up to speed and working to execute your Vision as soon as possible. The acceleration stage begins after the COO has started, and consists of a debrief to share our assessment results and recommendations for maximum effect.
We offer a leadership assessment, results debrief, and leadership coaching in preparation for your newly chosen candidate.
We also provide a profile debrief, and individual coaching to get the recruit up to speed as quickly as possible.
In the final stage, we have a joint debrief with all parties involved, reviewing the comparison report and the scorecard with the new hire for the first time.
Chief Operating Officer Selection ProcessMetiss Expertise for companies running any operating system
Job Accountability Matrices (2)
Posting Game Plan
4 Bundled Assessments
New Hire Onboarding
Here are some of the reports and assessments included in addition to hands on coaching, briefing, and debriefing throughout the process: