A common flaw in the search process is to consider a job description and little else when defining the target organization’s need. Search done right is based on a comprehensive definition of the organization’s need and will take into account innumerable components. A job definition is crucial. But beyond that, a search engagement should take into account the history of the position, the culture of the organization (local as well as global), succession of top performers, attitudes from subordinates, peers, and supervisors; this list is a simple glimpse of how complex the search assessment should be. It is inherent to any successful search engagement that the firm’s key players devote a healthy amount of time to the target organization’s personnel in order to assess the search and precisely define the need.