Michael Goodman Executive Search

About Michael Goodman

Michael Goodman began his career as an executive recruiter with Armitage Associates, and subsequently joined the Montreal office of Coopers and Lybrand. From there, he became a partner at Gilles Tremblay and Associates and then created Vezina Goodman where he joined forces with Claude Vezina. In 2004, he founded Michael Goodman Executive Search, where he represents clients from a wide variety of industry sectors; assisting them in identifying and engaging the kind of executive talent needed to create stronger organizations.

Michael serves as a guest lecturer at McGill University, HEC Montreal, Concordia and other institutions. He is particularly happy to share his advice on career planning matters.

Michael holds a Bachelor of Arts degree from McGill University and a law degree from the Université de Montréal.

Our Services

Michael Goodman – Executive Search is dedicated to executive searches and the success of each completed assignment is a guarantee of our corporate growth. In fact, the majority of our new clients approach our firm following recommendations by active clients. We operate, therefore, under a long-term orientation, as opposed to the conclusion of a short-term assignment.

With this in mind, before accepting an assignment, we must be assured of the search’s viability. Once an assignment is accepted, we must be convinced that we can effectively fulfill the mandate. Our mission is not only to make sure that we can identify a valuable candidate for you, but also that the milieu will sustain the progression of the new incumbent. This is the context in which we work. With this in mind, we will explicitly outline the orientation of our methodology in our search process.

Executive Search Process

During this meeting, we elaborate on the main priorities of the position and identify the selection criteria that will help in identifying the candidates and in evaluating their competencies. This important procedure allows us to elevate our understanding beyond the static parameters of a position and to fully appreciate the values carried forward by the organization.

We first proceed with the identification of targeted candidates based on a synopsis of tangible selection criteria. From available lists we narrow it down to potential candidates.

Upon completion of this first step, we directly solicit these people by telephone. This approach is dynamic and proactive. It allows us, in our solicitation of the market, not only to communicate directly with the potential candidates, but, from these initial conversations to identify people known in the milieu as reflecting the criteria that we have described to them, by telephone. This approach in identifying the candidates is transparent and exhaustive.

Following the identification stage, we analyze the resumes received during the actual search campaign; the pertinence of the identified candidates is reviewed and evaluated. We then proceed to a pre-selection interview with the candidates that advantageously correspond to the selection criteria.

Following the interviews, we review the strengths and weaknesses of each “short-listed” candidate with the client. Those selected are met and we assist with scheduling interviews at premises of the client’s choice.

Once the interviews with the final candidates have been completed, we proceed with the verification of past employment. To ensure that the information retained is valuable, we always communicate with people at three levels: former employers, former colleagues and former subordinates.

A psychological evaluation can be added to the previous stages to allow us to deepen our knowledge and understanding of the final candidate or candidates. To this end, we work in collaboration with a reputable firm that acts independently, thus adding to the validity of the selection process.

This stage is at the client’s discretion and involves additional fees.