The urge to present candidates or more specifically to send resumes, most often confounds this phase of the process. The urge is heightened when the preceding steps have not been adhered to. Lack of client control, lack of exclusivity and irregular communication with the target organization creates a sense of necessary immediacy when presenting talent. And in lieu of a thorough presentation, a resume is hastily faxed or emailed. When the engagement is based on a clearly defined process, well-established expectations and an understanding of the value of executive search, the urge to poorly present talent is largely mitigated. The presentation should involve multiple candidates, the number of which is usually prescribed in the engagement phase. When possible the presentation should have a look of uniformity and the feel of a deliverable to this most valuable project. The target organization should, at this point, provide an undisturbed audience as the merits of each talent profile are outlined in detail. The presentation should illustrate the countless hours the search firm has dedicated to the target organization’s valued opportunity and should demonstrate the firm’s expertise at talent identification.