We have established a very selective business strategy by attending a small group of high level organizations. This allows us to enhance your recruiting experience.
EXECUTIVE SEARCH
Our services are based on a thorough understanding of the unique culture and values of your organization, it’s strengths and challenges, and it’s greatest needs. This allows us to enhance you recruiting experience by providing:
Recruiting senior-level executives is the cornerstone of our business.
1
Business knowledge:
Profound understanding of strategic skills, competencies and specific industries, enables us to identify and recruit leaders who can add significantly to the value of your organization.
2
Access to the best talent
Our consulting team, by reputation, skill and prior experience is able to first identify, and more importantly, gain access to the most qualified executives.
3
Tailor made solutions:
Every search is unique. It is driven by your distinct values, culture, strengths and challenges. As such it is incumbent on us to provide solutions that meet your particular needs.
4
Long-term relationship:
Thorough understanding of your organization’s business goals, strategy and culture enables us to deliver results that will exceed your expectations.
DEEP EXPERTISE,
PROVEN PROCESS,
ENDURING RESULTS
EXPERTISE
Industry Practices
Consumer
Technology
Financial Services
Healthcare & Life sciences
Industrial
Communications & Media
Professional Services
Functional Practices:
Chief Executive Officers
Financial Officers
Digital Officers
Marketing, Sales & Strategy Officers
Information & Technology Officers
Human Resources Officers
Legal, Regulatory & Compliance Professionals
Supply Chain & Operations Officers
PROCESS
Our services are based on a thorough understanding of the unique culture and values of your organization, it’s strengths and challenges, and it’s greatest needs. This allows us to enhance you recruiting experience by providing:
A comprehensive End-to-End process that yields the most holistic perspective - covering candidates' competencies, their personality traits, what drives them, as well as the experiences that are aligned to the role.
Specify the job
The process starts with a joint analysis that: Defines the Specific demands of the position.
Specifies wich skills and experience are relevant.
Considers how your company’s culture and context affect the role.
1
Specify the job
Develop the pool
We employ a great array of sources to identify the most suitable candidates. Our proprietary database is rigorously managed and reflects our collective cross-sector, senior-level network of contacts.
2
Develop the pool
Assessment
The assessment process is comprised by three separate practices each with different objectives.
One objective is to thoroughly evaluate the candidates.
A second is to sell the position and the organization to highly attractive candidates.
A third is to build organizational consensus on the suitability of the candidate.
3
Assessment
Close the deal
At this stage we help identify areas to address in on boarding. Manage client and candidate concerns throughout the process. We assist in negotiating the offer and reaching closure with the final candidate of choice.
4
Close the deal
Integrate the newcomer
Our commitment to you does not end when we place a candidate. We help you immerse the new hire into your business, team dynamics, and culture to get leaders off to their best start.
5
Integrate the newcomer
EXECUTIVE ASSESSMENT
In-depth competency-based and behavioural interviews to assess the experience and competences of candidates against the job’s requirements
360-degree reference check (peers, subordinates and clients)
Cognitive and personality assessments
Our proprietary assessment model fortified by a suite of tools will help you uncover each candidate’s leadership promise.
GREAT PEOPLE FOR YOUR COMPANY
“What are your key strategic priorities today?”
“How will you know if you’ve hired the right candidates in three, six and 12 months? In five years?”
“What attributes from the previous incumbent would you like to emulate?
Which attributes would you prefer not to see again?”
“If you had to write a concise and clear mission statement for this role, what would it be?”
“What specific, observable/measurable achievements must the successful candidate accomplish in the first 365 days?”
