02 Our Company
A company profile including
guiding principles and client &
04 The Process
An outline of our exclusive
executive search strategies &
06 Project Timeline
A week-by-week synopsis chart
Critical Qualifications of the search process & target
The time-proven factors that
are woven into our firm’s
tactical fabric which lead to our
Concentrated teamwork is the
core of a winning search effort
12 The Partners
The point people for your
search including qualifications
14 The Art Of The Search
The search process—
The Ransom Group, Incorporated
Executive Search Consultants
6956 East Broad Street, Suite 250
Columbus, Ohio 43213
The Ransom Group, Incorporated
The Ransom Group (TRG) is a retained search firm providing professional consulting services within
the area of executive recruitment and management selection. We work with passion to assist
each Client to enrich their organization through proper identification, selection, and retention of
industry leaders. The extent of our firm’s growth and development rests solely on two beliefs:
The quality of the relationship and trust between
our Clients and our Partners must be impeccably
regarded and maintained.
The level to which TRG
responds to the needs of each
Client we serve must exceed
any previously accepted
These guiding principles represent our firm’s ethical priorities and the method by
which we conduct the business of Executive Search.
Our firm’s greatest assets and the foundation of our business are built on the
development and enrichment of relationships.
Strategic consultation, collaboration, and active listening generate differentiated
performance. It is the
Integrity must precede every decision we make.
We shall accept assignments only when our firm is the most qualified solution.
We must always respond with immediacy to the needs of our Clients. of evaluating the
We can never lose sight of the impact our profession has on the lives of the individuals, human chemistry
the families, and the companies we faithfully represent.
of our process
leads to a
We select our Clients as carefully as they select us. We have intentionally limited the
scope of our search practice to Senior Management Recruitment within the Health search finale.
Care industry. Our Client organizations represent a vast spectrum of large established
companies, as well as newly created organizations. We deeply comprehend this
industry and are experts in our field. Our Partners possess meaningful relationships
with leaders charting the direction of this industry on a national level.
The firm’s specialization is a key ingredient to our success. Our Clients benefit
from our knowledge of this industry, as it allows us to reach the target audience
with precision in a shorter length of time. Numerous factors can contribute to
the challenge of recruiting an executive. Therefore, we assess each phase of the
recruitment process, including the Client’s internal recruitment process and interview
methods. Working together to enhance each step of this process can greatly impact
the degree of success realized in the end.
Our Clients define us and our mission. Our full obligation and commitment lies with
our Clients. We do not directly service any individual Candidates except to the extent
that they play a vital role in the fulfillment of the needs of our Clients. This is not to
suggest, however, that the Candidates involved in our search process are merely
an inanimate means to an end. On the contrary, we make it our responsibility to
become intrinsically knowledgeable about the lives and aspirations of every one of
our final Candidates. The human aspect of what we do cannot be emphasized
It is the high quality of evaluating the human chemistry of our process that eventually
leads to a successful search finale.
Derived from the results of our Assessment Meeting we prepare and submit a
detailed Position Specification outlining the desired Candidate profile and a
summary of the position responsibilities.
TRG will then develop an overview of the steps that will be followed throughout
the process to help ensure success. This includes a description of specific
industry segments, a breakdown of competitive organizations where qualified
Candidates are likely to be identified, and a timeline overview that benchmarks
the search progress from start to finish.
TRG will begin our research for this position by assessing market
conditions, speaking with industry consultants, and contacting other
‘centers of influence’. Next, we will identify industries and companies
where prospective Candidates are likely to be surfaced. Finally, we
will make personal contact with each company and profile the most
appropriate individual(s) within these organizations.
During the initial contact, TRG will provide each
Candidate with an overview of the opportunity as
well as assess the individual skill and expertise in
his or her current position. Equally important,
TRG will identify potential inhibitors that may
affect a Candidate’s interest or the Client’s
ability to secure a Candidate
for the position.
Interviews and Evaluation
TRG will conduct comprehensive, face-to-face Candidate interviews with a select group of
prospective individuals resulting from our national recruitment efforts. Each Candidate will
be evaluated on a number of predetermined skill sets and required experience. We will also
assess the Candidate’s motivators and cultural compatibility in determining the quality of their
candidacy. Upon completing our initial interviews, TRG will communicate our observations
and recommendations to the Client with the expectations of narrowing down the final slate of
Candidates to be interviewed by the Client. After the Client has interviewed the finalists,
TRG will gather and communicate post-interview feedback
to both the Client and Candidate.
TRG will complete both formal and informal reference evaluations throughout the search
process. Past employers and industry sources will be contacted to verify vital success
factors, personality traits, character, cultural compatibility, leadership style, past
achievements, and future career growth potential. After the Client has selected
a group of final Candidates, comprehensive reference reports will be completed by TRG.
We will also encourage our Clients to participate in the referencing
of the final Candidate.
Once the Client has selected the final Candidate,
TRG will provide assistance and advice in regard
to the formulation and extension of the offer of
employment. Upon acceptance of the offer
by the Candidate, TRG will continue to monitor
the Candidate’s resignation from existing
employment, and facilitate
his or her successful integration
into the Client organization.
0 1 2 3 4 5 6 7
& Search Plan
& Status Report
& Spouse Visit
Engineered For Success
Our firm’s uniqueness originates at the initial point of contact between our Client and a Partner of our firm. The Partner
who accepts the search begins a process of ‘active listening’ and assessment to understand the intricacies behind
the needs of the individual Client. Each member of the firm makes a commitment to provide personal leadership and
response throughout the entire assignment. The Partner possesses all appropriate levels of autonomy and authority to
apply the necessary resources to each undertaking. The firm does not outsource or hand-off any part of the process.
The search responsibility and accountability rest with each Partner assigned to the search engagement.
Expertise demands specialization. The driving force behind our firm’s momentum is some of the most qualified search
consultants in the industry. Vivifying the company heartbeat and called upon to respond with deep commitment, our
people define the intrinsic expertise of TRG. We have intentionally focused the scope of our search practice to Senior
Management Recruitment within the area of Health Care. Each member of our firm possesses multiple years of
experience and is deeply connected with leaders, consultants, and centers of influence throughout the country. Our
contacts alone are extremely vast, and we utilize this realm as we define a Client’s individual challenge. We understand
that one Client’s needs are not the needs of the last or the next. We embrace each Client’s uniqueness as well as
our own. Therefore, each of our Clients is assured an original search defined by individual and specific needs. This
ensures authenticity of the market data that is compiled, and confirms that the universe of Candidates has been
thoroughly evaluated. Individual performance is not the primary indicator by which our firm measures success. Rather,
we assess the involvement of each Partner in the attainment of maximum Client satisfaction, the Partner’s collaborative
contribution to the firm’s long-term goals, and the degree to which each Partner places the Client’s interests ahead of
self-interest. We firmly believe that if this business ideal can be sustained, the continued success and development of
each Partner, as well as the entire firm will be achieved.
Communication encourages total accountability. Communication is an expression of our commitment to the search
process. This extends far beyond routine updates at various intervals of the search process. We communicate what
we are accomplishing, where we are going, and present critical market perspectives and competitive insights that will
educate our Clients far beyond that of the previous search firm. Each Client is entitled to know what factors are aiding
or restricting their ability to attract top talent. Throughout each search, we conduct ongoing discussions and weekly
overviews with our Clients. The early stages of the process require weekly dialogue, while daily discussions are often
necessary as we work together through the final stages of offer extension and acceptance.
Time management is essential to the achievement of our common goal: fulfilling our search objectives with the most
qualified Candidate in the shortest amount of time. The achievement of this goal is directly related to the efficiency of
the search process. Our formula is simple and direct. It begins with the high level of dedication, time and resources
that we provide. We understand how quickly our Clients desire the final result. An additional ingredient of our efficiency
formula is implemented by closely monitoring the amount of work we accept. It is extremely rare for a Partner of
our firm to begin more than one search simultaneously. We believe that managing multiple assignments can greatly
reduce the quality of Candidates sourced by a search firm and unnecessarily prolong the completion of the search. We
adhere to these basic principles that others may simply overlook. By doing so, we ensure that our search consultant
devotes sufficient and dedicated time, with all the necessary resources, to the successful completion of each project.
No process involving humans can provide a guarantee of results. The executive search process is no exception to
this reality. However, much can be done to identify and minimize, if not eliminate, these human variables. At each
stage of the process, we evaluate ‘candidate deliverability’ and potential obstacles to the acceptance of an offer of
employment. This evaluative analysis demands a trusting relationship with each Candidate and an understanding of
their sincere motivations behind pursuing competitive career opportunities. These ‘moments of truth’ can greatly
impact the outcome of any search process. This may involve aspects of Candidate relocation, compensation, counter
offer, or competitive opportunities that impact the search. Throughout our process, these issues are discussed often
and early to limit the potential of an element unrelated to the position itself causing the search process to fail.
Each search is unique. Therefore, each search project is evaluated and valuated based on the numerous variables
attributing to the successful completion of the search. Prior to initiating a search engagement, a Partner from TRG
reviews each proposed search assignment based on a number of factors including projected search scope and time
frames, breadth and depth of the Client’s candidate criteria, industry climate, and the parameters for the candidate’s
target compensation. Once an assessment of the project is completed, a fee proposal is generated and reviewed with
the Client. Each fee proposal includes a detailed description of the project’s respective responsibilities as well as the
costs associated with the search.
The precision by which an executive search
must be managed to achieve optimal results
requires an unconventional discipline within
each phase of the recruitment process.
Safeguarding Search Integrity
From the beginning of your search to the end, the
partners indicated lead the search process. This
includes research, sourcing, recruiting, candidate
assessment, references, client management, and
ultimately assisting in the final offer process. We do
not outsource any portion of your search process or
handoff any aspect of your search to others in our
firm. We are accountable to our clients as the single
point of contact and are responsible for the ultimate
success of your search.
Success Through Collaboration
The driving force behind our firm’s momentum is
some of the most qualified search consultants in
the industry. Vivifying the company heartbeat and
called upon to respond with deep commitment,
our Partners define the intrinsic expertise of TRG.
Individual performance is not the primary indicator by
which our firm measures success. Rather, we assess
the involvement of each Partner in the attainment
of maximum Client satisfaction, the Partner’s
collaborative contribution to the firm’s long-term
goals, and the degree to which each Partner places
the Client’s interests ahead of self-interest. We firmly
believe that if this business ideal can be sustained, the
continued success and development of each Partner,
as well as the entire firm will be ensured.
David Ransom, President
David provides overall leadership and strategic direction for the
company’s ongoing business activities. He utilizes his knowledge and
experience to improve the execution and performance standards by
which each search is conducted. David allocates considerable time
to business development, client management and the refinement of
innovative search solutions that benefit the firm’s clients. For more than
two decades, David has specialized in executive search within the health
care industry. In addition to his leadership role within the firm, he has
built an extensive personal network of the industry’s top leaders and has
personally completed hundreds of senior management searches. Prior
to founding The Ransom Group, David held the position of partner in a
national search firm specializing in health care. For more than eight
years, he was recognized as one of the firm’s leading consultants. David
is a graduate of Eastern Illinois University.
Kevin O’Brien, Partner
For fifteen years, Kevin has specialized in executive search and staffing.
His expertise includes senior executive search, and on-site recruitment
& management of workforces to Fortune 500 clients within healthcare,
banking, finance, and manufacturing. Kevin’s contribution to TRG’s growth
has been significant. His primary focus is on business development, client
management, and healthcare recruitment for managed healthcare
organizations, multi-specialty physician group practices, integrated
healthcare delivery systems, and national healthcare consulting firms.
He has completed searches for CEO’s, CFO’s, functional Vice Presidents,
and Physician Executives. Previously, Kevin held the position of Managing
Partner for a regional staffing company and Area Manager for a publicly
traded staffing firm. Kevin is an Ohio State University graduate.
David Reusser, Partner
David’s role at TRG has been paramount to the ongoing development of
some of the company’s largest client relationships. With fifteen years of
executive search experience, David has focused on delivering measurable
results to each client while developing market expertise within the health
care industry. David has successfully completed searches within all
segments of the healthcare industry including a special emphasis in
managing recruitment initiatives for integrated health systems and
hospitals. His search experience includes Physician Executives, Clinical
Innovation Leaders and Executive Officers. David is nationally recognized
for his knowledge of the industry and the executive search process. David
is a Miami University of Ohio graduate.
Instilling the Art in the Search by David Ransom
Imbedded in the essence of our company identity is the definition of the Art of the Search and its synonymy to beauty. For
me, the concept of beauty captures the quintessential description of a highly successful executive search experience.
It is a quality, or a combination of qualities, that are joined together to create an outstanding or conspicuous example.
True beauty can only be realized if the final result of a search process has exceeded expectations in the eyes of those
most affected by the outcome. The precision by which an executive search must be managed to achieve this optimal
result requires an unconventional discipline within each phase of the recruitment process. Within the context of our
business, due process and rigorous velocity yield success. It is the harmonious balance of each activity, combined with
the human element, that creates this expression of beauty.
The Abstract Element of the Search by Kevin O’Brien
What is it that separates incomparable talent from the rest? Is it technical skills, years of experience, organizations
that fostered their careers, prestigious educational background, or perhaps, professional presence? Maybe it’s the
impact of their mentor, who helped pioneer the industry? But, what about the composition of a person? Who are they?
What are they really made of? What have been their life experiences? As individuals, what do they represent? What
is the level of balance in their life? Where are they willing to draw the line? What makes them tick? What’s ultimately
driving their decision-making process? How does a search consultant determine who has ‘it’ and who doesn’t? What
ability enables the consultant to discover these candidate qualities? Is this instinct, intuition, or simply a gut feeling?
I believe this acquired acuity is what elevates the search process from one defined by method to one celebrated as
an act of ‘art’. While these elusive traits should not be solely considered in lieu of technical skills, they may be the
most critical elements discovered during candidate qualification that we communicate to our client during this often
‘abstract’ evaluative process.
The Pursuit of Perfection by David Reusser
The ‘Art of the Search’ is precisely what drew me to this profession. I have always been inspired by the sophistication of
executive search, its process, and its constant demand to cultivate relationships and continually intensify performance
levels. The concept of executive search as ‘Art’ can only be truly understood by those totally dedicated to identifying,
pursuing and securing individuals meeting precise and unyielding Client search criteria...the ‘ideal’ resolution of the
search. This mastering of the ‘art’ of executive search is, however, not unlike any other great human endeavor.
Perfection is conceived and sought, but in most cases cannot be reached in its purest form. Though this perfection is
unattainable, the pursuit of perfection defines our responsibility as search consultants in each engagement. Embodied
in this pursuit is a drive and commitment to stretch beyond the last achievement allowing one to arrive at a point
of ‘perceptual idealism’. It is this greater sense of purpose that produces results on increasingly higher altitudes of
excellence and enables us to explore opportunities beyond the static and limited reaches of others.