Global Talent Solutions

Executive Search Consultants

For an organisation to achieve its objectives it needs exceptional and committed leaders and when a need arises either through attrition or new strategic direction, those businesses need leaders who will make an immediate and significant impact. Of course the upper quartile talent in any leading business rarely seeks external opportunities. Jordan Sheppard’s success is based on our Executive Search Services that play a critical role in identifying and engaging with this talent, by creating curiosity, generating interest and turning that into a burning desire to join our clients and build on their success.

Our Executive Search Consultants place the upmost importance on understanding the needs of the organisation offering a tailored service based around the following:-

Our core offering is based on proactive recruitment and customised headhunting programs executed through dedicated Executive Search Consultant teams comprised of Key Account Managers, Multilingual Recruiters and International Researchers.

Contact our Executive Search Consultants today to see how we can attract new talent to your organisation.

Typical Search Process Model

Our Executive Search Consultants will follow this typical search process model:

Assignment Briefing

At a meeting, in person, via telepresence or teleconference with all key stakeholders; through in-depth questioning we gain an understanding of the requirements of the role and also expectations of the various decision makers of a typical matrix environment. Our market knowledge and consultative approach allows us to challenge our client’s perceptions and ultimate strategy, shaping and guiding them to a place where they can make a successful hire.

We then develop a detailed proposal allowing fine tuning of the brief and ensuring that all parties have agreement of expectations. As part of this we explain exactly where we expect to identify talent and how we will engage it.

Research and Benchmarking

Following sign off of the brief, we develop a detailed Road Map of the search “universe”. This is drawn from the client competitor environment, similar comparative market companies and other potential talent seams such as the management consultancy world. The road map is populated with known contacts, referrals and more importantly, newly researched names. We aim to provide at least one benchmark candidate within two weeks of commencement of an assignment in order to fine tune the brief even further.

Candidate Engagement

Using a direct confidential approach, we make contact with potential candidates to get a better understanding of their career path and trajectory. Where there is common ground between their aspirations and the brief we then start to create curiosity and interest. Once we have commitment and a full career history, we can then present our clients opportunity in more detail and begin the process of assessment.

Candidate Assessment

Using in-depth face to face competency based interviewing techniques, we carefully assess the long-listed candidates for both suitability to our client environment, capability to execute the duties and desire to join the company. With our long experience and capability in the assessment of candidates, we are well positioned to establish the true DNA compatibility of the final shortlist.

Shortlist Report Presentation

Between four and eight weeks after the assignment commencement we present a full report of the shortlisted candidates including competency assessment, current package details and expectations. In addition we provide feedback on our findings in the market place including talent scarcity, any relevant competitor intelligence and perception of our client among their peers.

Client Assessment Process Management

At this critical phase it is paramount that the client interview process is handled smoothly and at the right pace. We will manage all timing and coordination confidentially with the candidates ensuring swift and pertinent feedback on both sides and continually assessing the shortlisted candidates desire to continue. Any concerns are clearly communicated to ensure that once the final selection is made we have maximized the chances of a successful hire.

Offer Negotiation and Onboarding

Acting as the “honest broker” we negotiate the best possible compromise that will ensure an enthusiastic hire that fits the clients internal equity. There should be no surprises at this stage. We assist our clients through any additional assessments required and advise the candidate through the often traumatic resignation process. Contact is maintained throughout the long notice periods to ensure that pressure that will be brought to bear is resisted.

Assignment Debrief

Improvement is only possible when honest feedback is given; it is part of our ethos that we debrief openly with our clients in order that we (and they) can learn from the process.

Business Intelligence

There are many different commercial reasons for engaging this kind of service, from new market entry to geographic talent landscape analysis. This service allows our client an insight into competitor strategy, talent bench strength, cultural idiosyncrasies, market brand perception and compensation expectation, amongst other valuable information.

Using the Search methodology our Executive Search Consultants are able to identify competitor and comparative business talent, and from there engage with individuals in the market place to uncover data not generally in the public domain, to generate a report for our client that can be used for key decision making. The report will always include details of key management structures and key people from the competition that allows fast deployment of a direct search should the need arise.

Talent Bench Marking

Many world leading businesses have very well developed graduate hiring and talent development programs which often means that the majority of their management level personnel have been developed “in-house”. However, fast changing external market pressure can mean that a change of style or new sets of skills may be required. At such times it can be very useful to assess the internal talent against the rest of the competitor and comparative business market place and JordanSheppard have undertaken numerous such Bench Marking assignments in the past.
Using the Executive Search methodology we can identify a suitable shortlist to benchmark internal talent against, thus ensuring that our clients have the “best in class” talent to lead their company through challenging  times.

Mergers & Acquisitions

Jordan Sheppard, using the skills and expertise gained during more than fifteen years of operating at the fore-front of Global Executive Search, offers a Mergers and Acquisitions Service which identifies potential acquisitions. The targets, which are usually private/closed companies, can range in size from small high-technology businesses interested in development funding to large global businesses with shareholders seeking exits outside of floatation.

The service is offered in three stages, at all times in close co-operation with the client.

Stage One – Discovery

The Initial phase will be to identify a long-list that fits the profile outlined by the client but that usually falls into one of two categories.

  • Category One – A direct competitor business that has the same main business offering as the client but is active in alternative markets or;
  • Category Two – an indirect competitor that has a different business offering but is active in the same markets as the client.

Stage Two – Shortlisting

The second phase will be to uncover much greater depth of information and intimate detail of how the selected short-listed businesses operate and to clarify if they are true viable targets. At the conclusion of this phase a more detailed report will be prepared and presented on the Short-list companies for discussion and decision making. This detailed report will include data on the market, the competition and identifies both key personnel and analyses of management capabilities as well as reported financials.

Stage Three – Mediation and Negotiation

The third phase, requires Jordan Sheppard to engage in a direct approach to both key stake/share holders and the senior management of those organisations with a view to introducing the concept of acquisition, major share holding, joint venture or other business relationship including a licencing agreement or patent purchase and to begin the mediation and negotiation process that should ultimately result in the satisfactory acceptance/agreement of the target company of one or more of the above scenario.

We do not offer a financial due diligence service.