How we work

Our Search Process

Phase 1 - Company Briefing

Position specification and search profile developed
Approval of search profile, commence sourcing appropriate candidates
Preparation of interview material (for competence-based interviews)
Research - Candidates and Companies through business intelligence: identifying search areas, relevant industries, surveying and analysing relevant positions
Input from Luminary and international partner databases and networks
Preliminary qualifying and screening of candidates through candidate contact and CV analysis
Initial meeting with the selected candidates
Long list presentation to client

Phase 2 - Evaluation

Competency-based in-depth interview, focuses on the personal competencies defined in the search profile
Presentation of a short list to clients
Initial client interviews

Phase 3 - Presentation

Client 2nd and 3rd interviews
Psych testing
Reference checking
Offer negotiation

Phase 4 - Signing and Follow-Up

When a candidate has signed a contract, follow-ups are carried out after 1 month, 3 months and 6 months with both candidate and company to determine whether the expectations about the position and its objectives have been met.

"Independence of contribution was maintained. You ensured that we had thought of all aspects we needed to and you disagreed you would say so. A very important feature as the employer can get captured by certain attributes of a candidate, with the risk of losing perspective."
The Chair, New Zealand Private Company

Luminary Search is a global executive search

and selection practice specialising in delivering business critical executive and boardroom appointments across a broad range of industry sectors and geographies. Central to Luminary's philosophy is a commitment to delivery of the best possible outcome.

and selection practice specialising in delivering business critical executive and boardroom appointments across a broad range of industry sectors and geographies. Central to Luminary's philosophy is a commitment to delivery of the best possible outcome.

"Independence of contribution was maintained. You ensured that we had thought of all aspects we needed to and you disagreed you would say so. A very important feature as the employer can get captured by certain attributes of a candidate, with the risk of losing perspective."

The Chair, New Zealand Private Company