Emerson Howell Nagel
Emerson has 30+ years of experience in financial services, including 20 directly in financial services doing derivatives credit risk management at First Chicago (now JP Morgan Chase) and in international private banking (at First Chicago, Banco de Bogota and Citibank). She founded Emerson Howell Nagel & Associates in 2006, providing recruiting and consulting to financial services clients. She has spoken at industry conferences around the world. Emerson holds a BA in English and Economics from Wellesley College.
CODE OF ETHICS
At Emerson Howell Nagel & Associates we adhere strictly to Code of Ethics, adapted from the Code of Ethics of the Association of Executive Search Consultants. We are committed to maintaining the highest degree of ethics in all our dealings, with clients, candidates, contractors, sub-contractors and the general public, as follows:
- Professionalism: We conduct our activities in a manner that reflects favorably on the profession of executive recruiting.
- Integrity: We conduct business activities with integrity and avoid conduct that is deceptive or misleading.
- Competence: We perform all search consulting assignments competently, and with an appropriate degree of knowledge, thoroughness and urgency.
- Objectivity: We exercise objective and impartial judgment in each search consulting assignment, giving due consideration to all relevant facts.
- Accuracy: We strive to be accurate in all communications with clients and candidates and encourage them to exchange relevant and accurate information.
- Conflicts of Interest: We avoid, or resolve through disclosure and waiver, any conflicts of interest.
- Confidentiality: We respect confidential information entrusted to us by clients and candidates.
- Loyalty: Serve our clients loyally and protect client interests when performing assignments.
- Equal Opportunity: We support equal opportunity in employment and objectively evaluate all qualified candidates.
PRIVACY POLICY
Thank you for visiting Emerson Howell Nagel & Associates website and reviewing our privacy policy.
- General disclaimer: While visiting Ehnagel.com, we will not collect any personal information about you unless you choose to provide that information to us. If you choose to provide this information, it will be used for the express purpose for which it was intended, such as responding to your request for information. We remind you that if you visit a link outside of ehnagel.com you are subject to the privacy policies of that site.
- Information collected and stored automatically: Ehnagel.com automatically collects some technical information from you when you visit the site in order to give you the best possible experience. Ehnagel.com uses web measurement technology to automatically track how visitors interact with Ehnagel.com including where they came from, what they did on the site and whether they completed any pre-determined tasks while on the site. This type of usage is classified by the Office of Management and Budget as Tier 2 usage since it is a multi-session web measurement. Aggregate data is used to help EHNA improve our user interface and diversify our content offerings to meet the needs of our customers, track operational problems, prevent fraud and improve the effectiveness, security and integrity of the site. This information does not identify you personally and data is only retained in accordance with our data retention policy. For each page that you visit, we collect and store only the following technical information: Date and time of access, URL address of the Ehnagel.com webpage visited, Internet domain and IP address from which our website was accessed, Type of browser and operating system used to access our site (if provided by the browser), URL address of the referring page (if provided by the browser), Completion or success status of the request for a web page or other on-line item, and File size of the webpage visited. This information is only used to help us make the site more useful for you. With this data we learn about the number of visitors to our site and the types of technology our visitors use. We never track or record information about individuals and their visits and we do not share this data with anyone outside EHNA unless necessary for law enforcement purposes.
- Cookies: Ehnagel.com does not use Cookies.
- Information collected from interactive forms: Ehnagel.com provides an interactive form that lets you voluntarily submit personal information (such as your e-mail address, name, or resume). This occurs when you apply on our Job Seekers page, for a specific job or submit a general application. All submitted information is used only for the express purposes for which it is provided and is not made available to any third-party without your express consent. Ehnagel.com only shares information you voluntarily provide with other government agencies if required by law. Ehnagel.com never collects information or creates individual profiles for commercial marketing. Any personal information you provide will be protected to the extent permissible under the Freedom of Information Act and Privacy Act.
- Children's privacy: Because we care about the safety and privacy of children online, we comply with the Children's Online Privacy Protection Act of 1998 (COPPA). COPPA and its accompanying regulations protect the privacy of children using the Internet. Ehnagel.com does not knowingly contact or collect personal information from children under 13. Ehnagel.com is not intended to solicit information of any kind from children under 13. It is possible that by fraud or deception we may receive information pertaining to children under 13. If we are notified of this, as soon as we verify the information, we will immediately delete the information from our servers. If you want to notify us of our receipt of information by children under 13, please do so by sending an e-mail to Emerson Howell Nagel at emerson@ehnagel.com.
- Site security: For site security purposes and to ensure that this service remains available to all users, EHNA’s computer systems employ commercial software programs to monitor network traffic to identify unauthorized attempts to upload or change information, or otherwise cause damage. Except for authorized law enforcement investigations, no attempts are made to identify individual users and their usage habits. Unauthorized attempts to upload information or change information on this service are strictly prohibited and may be punishable under the Computer Fraud and Abuse Act of 1986 and the National Information Infrastructure Protection Act.
- Social media and third-party websites: EHNA uses some social media tools and websites to interact with its customers and resource partners. Social media websites are used to publicize EHNA positions and engage with members of the public. EHNA does not use third-party websites to solicit and collect personal information from individuals. EHNA privacy and other web policies do not apply to these third-party sites and we encourage you to read the policies of the third-party site when deciding whether to use it.
- Links to other sites: Ehnagel.com contains links to websites of other public and private organizations. When you follow a link to another site, you leave the Ehnagel.com site and your website interactions are no longer protected by our privacy policy. Ehnagel.com is not responsible for and does not endorse the privacy or security practices and content of sites to which Ehnagel.com links.
PROFESSIONAL PRACTICE GUIDELINES
At Emerson Howell Nagel & Associates we adhere strictly to these Professional Practice Guidelines, adapted from the Professional Practice Guidelines of the Association of Executive Search Consultants.
Client Relations
We partner with our clients consultatively to aid in the selection of institutional leaders. The main cornerstones of our relationships with clients are mutual trust, bilateral responsiveness, and a commitment to transparency and candor by both parties. We always execute a comprehensive written search agreement with our clients.
A. Accepting Client Assignments
Outstanding client service begins with a full understanding of the client organization, its business needs and the position to be filled. At Emerson Howell Nagel & Associates, we commit to:
B. Performing Client Assignments
At Emerson Howell Nagel & Associates we serve our clients with integrity and objectivity, making every effort to conduct search consulting activities on the basis of impartial consideration of relevant facts. Specifically, we:
C. Preserving the Confidentiality of Client Information
We use our best efforts to protect confidential information concerning our clients. Specifically, at Emerson Howell Nagel & Associates we:
D. Avoiding Conflicts of Interest
Emerson Howell Nagel & Associates has an ethical obligation to avoid conflicts of interest with our clients. Specifically, we:
Candidate Relations
Although our primary relationship is with our clients, at Emerson Howell Nagel & Associates we also seek to establish professional relationships with candidates. These relationships are characterized by honesty, objectivity, accuracy and respect for confidentiality. In building such relationships, we:
Contractor Relations
Emerson Howell Nagel & Associates sometimes relies on contractors and subcontractors to assist in the search process. Services may be subcontracted but responsibility for them will always lie with us. We:
Diversity and Inclusion
Emerson Howell Nagel & Associates is committed to uphold values of diversity and inclusion in order to achieve and sustain excellence, as much for our company as for our clients and candidates. We firmly believe that we can best promote excellence by recruiting a diverse group of candidates and by contributing to a climate of respect that is supportive of their success. This climate for diversity, inclusion and excellence is critical to attaining the best match between our candidates, our clients, and the positions for which we recruit. All of our Associates recognize and fully support these values. Further, we recognize that the responsibility for excellence, diversity and inclusion lies with all of us at EHNA.
Client Relations
We partner with our clients consultatively to aid in the selection of institutional leaders. The main cornerstones of our relationships with clients are mutual trust, bilateral responsiveness, and a commitment to transparency and candor by both parties. We always execute a comprehensive written search agreement with our clients.
A. Accepting Client Assignments
Outstanding client service begins with a full understanding of the client organization, its business needs and the position to be filled. At Emerson Howell Nagel & Associates, we commit to:
- Accept only assignments we are qualified to undertake based on our knowledge of the client's needs and our ability to perform the specific assignment.
- Identify rigorously and disclose promptly any conflicts of interest and accept such assignments only if all affected parties have expressly agreed to waive any conflict.
- Develop an understanding with the client that, among other things, makes clear the organizational entity that is defined as the client organization, specifies fees and expenses to be charged, and stipulates ongoing assurances or guarantees relating to fulfillment of the assignment.
- Agree with the client concerning any restrictions or other related policies that govern when and how Emerson Howell Nagel & Associates may recruit from the defined client organization in the future.
- Agree with the client on what information about the position in question will be made available to candidates and sources during the search, when this information will be released, and in what form.
B. Performing Client Assignments
At Emerson Howell Nagel & Associates we serve our clients with integrity and objectivity, making every effort to conduct search consulting activities on the basis of impartial consideration of relevant facts. Specifically, we:
- Conduct a focused search for qualified candidates consistent with a search strategy agreed upon with the client.
- Develop with full client involvement and approval a comprehensive job description for each search engagement and make this available to candidates before they are presented for interview with the client.
- Thoroughly evaluate potential candidates before presenting them for an interview with the client, including in-depth interviews, appropriate preliminary inquiries into references and background, and a careful assessment of the candidates’ strengths and weaknesses against the specification for the proposed position. We advise clients when circumstances require a modified approach.
- Agree with the client as to what reference and background checks need to be conducted on finalist candidates, what elements these checks should cover, how extensive they should be and who will perform them.
- Present information about the candidate to the client honestly and factually and include any reservations concerning the candidate that are pertinent to the position.
- Advise the client promptly and offer alternative courses of action if it becomes apparent that no qualified candidates can be presented, or that the length of the search will differ considerably from that originally specified.
- Withdraw from the assignment if we determine that a client has characterized its organization falsely or misled candidates and is unwilling to rectify the situation.
- Refrain absolutely from the presentation of resumes in the absence of an existing client relationship.
C. Preserving the Confidentiality of Client Information
We use our best efforts to protect confidential information concerning our clients. Specifically, at Emerson Howell Nagel & Associates we:
- Use confidential information received from clients only for purposes of conducting the assignment.
- Disclose such confidential information only to those individuals within the firm or to those appropriately qualified/interested candidates who have a need to know the information.
- Do not use such confidential information for personal gain, nor provide inside information to any other parties for their personal gain.
D. Avoiding Conflicts of Interest
Emerson Howell Nagel & Associates has an ethical obligation to avoid conflicts of interest with our clients. Specifically, we:
- Refuse or withdraw from an assignment upon learning of conditions that impair our ability to perform services properly, including actual or potential conflicts of interest unless all affected parties expressly agree to waive the conflict.
- Provide to clients our undivided loyalty as an advocate and professional advisor in the process of negotiating with finalist candidates. Only in exceptional circumstances, and only with agreement in advance of all affected parties, may candidates be presented to more than one client simultaneously.
- Inform clients of business or personal relationships with candidates that might affect or appear to affect the member's objectivity in conducting the assignment.
- Do not accept payment for assisting candidates in securing employment.
Candidate Relations
Although our primary relationship is with our clients, at Emerson Howell Nagel & Associates we also seek to establish professional relationships with candidates. These relationships are characterized by honesty, objectivity, accuracy and respect for confidentiality. In building such relationships, we:
- Explain the relationships that exist between the parties involved in a search consulting engagement, and in particular the rights and obligations of the candidate in the process.
- Provide candidates with relevant and accurate information about the client organization and the position.
- Encourage candidates to provide accurate information about their qualifications. Upon learning that a candidate has misled a client regarding his or her qualifications, we reject the candidate unless the client, candidate and we agree that the candidacy should continue following disclosure of the facts.
- Present to clients accurate and relevant information about candidates, and otherwise maintain the confidentiality of information provided by prospective and actual candidates.
- Only provide an individual's confidential resume or other confidential data with the individual's prior consent, and in the context of an existing client relationship.
- Advise prospects and candidates of the status and disposition of their candidacies in a timely fashion.
- Explain that only in exceptional circumstances may an individual be presented on more than one search simultaneously, and then only if all involved parties agree.
- Advise candidates that, so long as they remain employed by the client organization, we may not approach them as a candidate for a future search without the express permission of the client.
Contractor Relations
Emerson Howell Nagel & Associates sometimes relies on contractors and subcontractors to assist in the search process. Services may be subcontracted but responsibility for them will always lie with us. We:
- Inform our contractors and subcontractors in writing that they should adhere to our Code of Conduct and these Professional Practice Guidelines.
- Avoid contractors and subcontractors whose practices are inconsistent with our standards of professionalism.
Diversity and Inclusion
Emerson Howell Nagel & Associates is committed to uphold values of diversity and inclusion in order to achieve and sustain excellence, as much for our company as for our clients and candidates. We firmly believe that we can best promote excellence by recruiting a diverse group of candidates and by contributing to a climate of respect that is supportive of their success. This climate for diversity, inclusion and excellence is critical to attaining the best match between our candidates, our clients, and the positions for which we recruit. All of our Associates recognize and fully support these values. Further, we recognize that the responsibility for excellence, diversity and inclusion lies with all of us at EHNA.
REFERENCE AND BACKGROUND CHECKING
At Emerson Howell Nagel & Associates we follow these guidelines for effective reference and background checking, adapted from the Professional Practice Guidelines of the Association of Executive Search Consultants, www.aesc.org.
The taking of reference and background checks is a critical part of the search process. In order to avoid misunderstandings or problems at a later date Emerson Howell Nagel & Associates considers it our responsibility to clarify who will conduct reference and background checks, and to ensure that all parties involved (consultant, client and/or specialist third parties) understand their roles and responsibilities in the process.
The following guidelines are intended to articulate the definitions and processes involved in this phase of a search consulting engagement.
Definitions
Reference Checks
Reference checking is a way to expand understanding of candidates' skills and experience through the opinions of those who have worked with them. The intention is to build up a comprehensive picture of a candidate and to validate or challenge conclusions that Emerson Howell Nagel & Associates and the client initially may have reached.
References customarily are conducted by search firms both in the preliminary stages of a search and, more comprehensively, in the final stages of a search as an individual becomes the favored candidate. At this latter stage clients may also choose to conduct references on the candidate. Since, at this point, discretion and confidentiality issues can be particularly delicate, Emerson Howell Nagel & Associates recommends that we carefully orchestrate this collaborative process.
The specific reference checking process to be employed should be discussed and agreed upon between Emerson Howell Nagel & Associates and the client since the circumstances of each search engagement are unique.
Background Checks
Background checks seek to ensure the accuracy of more objective data such as employment chronology and educational credentials. They also seek to ensure that the candidate has no civil or criminal history that would preclude successful fulfillment of the responsibilities of the proposed position.
Many large corporations routinely conduct such background checks on all senior executive appointees, along with other screenings such as medical and drug testing. Some do this in-house while others employ specialist organizations to conduct the checks on their behalf.
Emerson Howell Nagel & Associates seeks to agree explicitly with the client as to who will assume responsibility for such background checks. Regardless of who conducts them we ensure that there is agreement as to the level of checking and degree of thoroughness appropriate to the engagement.
The taking of reference and background checks is a critical part of the search process. In order to avoid misunderstandings or problems at a later date Emerson Howell Nagel & Associates considers it our responsibility to clarify who will conduct reference and background checks, and to ensure that all parties involved (consultant, client and/or specialist third parties) understand their roles and responsibilities in the process.
The following guidelines are intended to articulate the definitions and processes involved in this phase of a search consulting engagement.
Definitions
- Reference Check: Comments, oral or written, from current and past employers or colleagues concerning a candidate's strengths and weaknesses vis a vis the proposed position.
- Employment History Check: Verification of dates, positions and responsibilities during a candidate's professional career.
- Educational and Professional Credentials Check: Verification of a candidate's college attendance, awarded degrees and professional certification.
- Criminal Record Check: A check of a candidate's name against appropriate district, regional and/or national criminal records.
- Civil Record Check: A check of a candidate's name against appropriate civil records.
- Background Check: This is a broader term often used to include all checks with the exception of the reference check.
- Media Check: A check, often employing the internet, to see if a candidate has been mentioned in newspapers or other media during the past several years.
Reference Checks
Reference checking is a way to expand understanding of candidates' skills and experience through the opinions of those who have worked with them. The intention is to build up a comprehensive picture of a candidate and to validate or challenge conclusions that Emerson Howell Nagel & Associates and the client initially may have reached.
References customarily are conducted by search firms both in the preliminary stages of a search and, more comprehensively, in the final stages of a search as an individual becomes the favored candidate. At this latter stage clients may also choose to conduct references on the candidate. Since, at this point, discretion and confidentiality issues can be particularly delicate, Emerson Howell Nagel & Associates recommends that we carefully orchestrate this collaborative process.
The specific reference checking process to be employed should be discussed and agreed upon between Emerson Howell Nagel & Associates and the client since the circumstances of each search engagement are unique.
Background Checks
Background checks seek to ensure the accuracy of more objective data such as employment chronology and educational credentials. They also seek to ensure that the candidate has no civil or criminal history that would preclude successful fulfillment of the responsibilities of the proposed position.
Many large corporations routinely conduct such background checks on all senior executive appointees, along with other screenings such as medical and drug testing. Some do this in-house while others employ specialist organizations to conduct the checks on their behalf.
Emerson Howell Nagel & Associates seeks to agree explicitly with the client as to who will assume responsibility for such background checks. Regardless of who conducts them we ensure that there is agreement as to the level of checking and degree of thoroughness appropriate to the engagement.
Emerson Howell Nagel & Associates | A Woman-Owned Small Business | Copyright 2005-2024 | Last updated April 15, 2024