If you need to hire a new talent, the employment contract is not the end of the process - it is the starting point of a relationship.
We search for executives and professionals. We will find the right person for your vacancy. Try us.
You need to find a good person and help them to become part of your organisation. You want someone who lives and breathes your values and standards, is on good terms with their colleagues and is trusted and accepted by their peers.
We can help you. We make sure we understand your business, your requirements for the vacancy, the competencies required and recommended. And once we do, we will find the person – if they exist at all. We do thorough research, we select the best, introduce them to you and help you to select the most suitable candidate. Of course we check references and do any assessments we have agreed upon. We also facilitate the negotiation process and ensure that agreement is reached with the right candidate.
What is our competitive edge? We work quickly and we have a proven track record of hundreds of successful placements; and we offer some additional features too. We offer an assessment of team fit for finalists and an onboarding coaching program for the selected hire.
As you may know – the main reason a new hire quits is a bad fit with their direct manager and closest co-workers. This can be avoided by making a Teamscope profile and using the data within during the selection decision and onboarding.
Additionally – we recommend using our onboarding-coaching program to support the new hire during first 100 days in the office. If something goes wrong in the employment relationship, it usually happens within first few months, or first 100 days of employment. We can help to minimise the risks and speed up the onboarding process. So our recommendation is to combine the search with a supportive coaching program.
A good executive search consultant will devote a lot of time into becoming familiar with your organisation’s culture, to understand the setting where the person should fit in. If you don’t need to simply fill a position, but are rather looking for a professional who is woven into the fabric of your organisational canvas, a person assimilated into your culture, someone who believes in your values and vision, a co-worker tuned to the music of your team, then we might be right partner for you.
How we work?
Terms of Reference.
First we make sure we understand your business and your requirements for the vacancy. For this we interview the hiring manager and in-company partners for the vacancy. Then we write a profile for the position, which we will discuss and finalise with you until we are both satisfied with the result.
We map possible target companies and list every potential individual who might be a good candidate for this position. We have some secret sources, and our own databases, but we also use different public resources for this research. Our working list for making contacts is too long to list!
We make contact with potential candidates and perform telephone interviews for the preliminary screening. They are usually happy to take our call, even if they are not keen on considering a change in their career. During the call we find out if the person is in fact someone we want to go further with.
We meet each candidate for a thorough in-depth interview. After that, we have sufficient information to make our final choice, and the information and permissions needed for checking references.
We introduce 3-5 of the best candidates, arrange meetings for hiring managers and help to make decision - select the best hire. For this, we carry out all of the necessary assessments agreed and check the references.
Employment and onboarding.
We facilitate employment negotiations and support the new employee through our onboarding-coaching program for first 100 days of employment. After that we follow-up through their success in the new role, gather feedback and use it to keep improving our services.
How long does it take?
As each and every assignment is unique, it depends on many circumstances. There are search assignments that last 3 months, but we have been able to find an interim CEO in 2 weeks. But our general promise is to get to long list within a week from the start and to a short-list in 4 weeks. It has happened faster, and on occasions it takes much longer. We keep our clients informed on a weekly bases about the progress and challenges.Contact us
Did you know?
95% of Forbes top 500 companies use external coaches to reach their goals.