Dalton Group LLC

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We understand that our role is serving others.

You are the experts at your business; we are the experts at finding top quality leaders.

Working together in a partnership is the best way to find the right leader for the right role. Just like in your business, teamwork makes the difference between success and mediocrity.

Our search process is proven, systematic and thorough. We execute it diligently.

Our job is to make the challenging task of finding and selecting effective leaders as streamlined and manageable as possible for you, our client.

When our process is executed in partnership with our client and with our standard thoroughness, candor, and transparency, the result is an effective and high impact match between leader and organization.

We break our process into the following logical phases:

Pre-search Phase

Meet with prospective client via telephone or in person to discuss our process, detail our services, and explore criteria for a successful search.

Once retained, meet with the client organization including all pertinent leaders and staff members to develop an understanding of the organizational background and culture, current needs, strategic goals, as well as the scope of the position to be filled.

Provide client with a draft of the Position Profile for editing/approval. This profile details the company, position, and criteria for prospective candidates. Once the profile is approved by the client, the search is fully active.

The Search

Proactively, seek out potential candidates by leveraging our extensive network of industry sources and conducting original research for each new project, as well as tapping into appropriate databases, directories, and associations.

Once identified, take prospective candidates through a deliberate vetting process that begins with phone conversations and progresses to face-to-face interviews. All of this leads to more fully understanding the prospective candidate’s fit with the client’s position and culture.

Narrow the field to a fully vetted panel of 3 to 4 candidates. Each candidate’s professional references will be interviewed and we conduct all appropriate background checks.

Provide written Candidate Profiles containing resume data and summarized information from all interviews with the candidates and references, background checks, and our analysis.

Client Interview Phase

Assist our client in the development of an effective interview process that provides all parties the pertinent information for decision making. We will facilitate the ever-challenging scheduling and logistical aspects of this phase.

Once the client has reached a hiring decision, assist with extending the offer and serve as an objective party for both sides as discussions proceed.

Follow Up

Upon successfully landing the candidate of choice, follow up with the remaining candidates as well as inform the many contacted sources that a selection has been made.

Remain in touch with both candidate and client during the transition, and throughout the critical first year.

Send post-project surveys to the client and selected candidate.

View the Dalton Group eBrochure:

eBrochure as PDF file

Prison Fellowship
...[Dalton Group] helped us significantly in building our leadership team at Prison Fellowship. [Their] work is critical to what is our most important resource: people.

Chuck Colson, Founder

Great encounter!
I am in Louisville this week teaching at Southern Seminary. One of my students is [a successful CEO candidate for one of your previous clients]... He is a great reference for your work.

Current Client

National Institute for Learning Development
...Because you assessed the culture of our organization so well you were able to discern who would be a good fit. You were right—he is a spectacular fit...

Kathy Hopkins, Chief Executive

Chair, Search Committee
Thank you for your excellent work on behalf of The Bear Creek School. Thank you for listening to our community last spring with a discerning ear...

The Bear Creek School

General Counsel, Fisher Scientific
I have had extensive experience working in senior management in both corporate and not for profit institutions. During that time I have been on both sides of the recruiting process... Bret's combination of professionalism, integrity, experience and deep insight is a unique asset and invaluable tool...

Successful CEO Candidate

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Compensation of Charity CEOs
September 29, 2008
Salaries and benefits paid to the leaders of the nation’s largest charities and foundations rose a median of 5 percent last year, according to results of a Chronicle of Philanthropy survey released today.

Money to Grow On
September 10, 2008
From this month's Stanford Social Innovation Review, "In the for-profit world, the term 'investment' has clear meaning and investors have sophisticated techniques for spotting and growing the most promising companies. Yet foundations and other nonprofit donors have not developed similar clarity or approaches. As a result, the nonprofit sector’s greatest gems often languish well below their full potential. By better translating for-profit concepts, donors can learn how to scout out and grow the best nonprofits. Likewise, certain nonprofits can take a page from business’s playbook and learn how to attract cash for expansion." Click title to read on...

Pastors' Web Electioneering Attracts U.S. Reviews of Tax Exemptions
September 2, 2008
Churches have long been required to not stay clear of too much political involvement, but the popularity of the internet, YouTube, GodTube, etc. has made life far more public for churches and faith-based nonprofits. Click title above to read today's New York Times piece on the latest IRS issues...

9.22.08
A New Approach to Mentoring
Mentoring figures into the work that we do all the time. It is a staple of good leaders and aspiring leaders. Today's Wall Street Journal has a piece addressing the subject and which begins: "Working with a mentor is a classic recipe for success in business. But the traditional mentoring relationship just doesn't work anymore..." Click the title above and read on...

8.27.08
The State of Leader Development?
In keeping with the theme of this season in our work--succession planning--Chief Learning Officer magazine is a good resource on leadership development. Earlier this year they published "Leadership Development in 2008". Research has led the author to define "six best practices common to highly successful leadership development initiatives." Click the title above to read more and to link to the full article...

- International Cooperating Ministries (current)

- WorldVenture (current)

- Fellowship of Christian Athletes (FCA)(current)

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View the Dalton Group eBrochure

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Mike Millett