It takes many ingredients to make a masterpiece and for an organisation to achieve its objectives it requires exceptional, committed and diverse leaders. Our core offering is based on proactive recruitment and business intelligence programs executed through a team of dedicated Global Executive Search Consultants, comprised of Key Account Managers, Global Headhunters and Multilingual Researchers. There are many different commercial reasons for engaging our services; from new market entry to leadership transition, gaining insights into competitor strategy, talent benchmarking, market brand perception etc.

Executive Search
Cross-functional and cross-industry leadership, focusing on Diversity Initiatives and transformational hires.
Business Intelligence
Solutions in CEO Succession & Leadership Benchmarking. Talent Mapping & Competitor Analysis, Market Intelligence & Employer Branding.
M & A Due-Diligence
Identification of potential acquisition targets highlighting the most suitable prospects that may not active on the market.
Succession Analysis
In-depth assessment of leadership bench strength and evaluation of existing talent combined with external leadership benchmarking.

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

Assignment Briefing

In person, via telepresence 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. 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.

Research and Benchmarking

Following confirmation 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 streams such as management consultancy, etc. The road map is populated with known contacts, referrals and more importantly, newly researched/referred names. We aim to provide at least two benchmark candidates 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 client’s 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

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 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.

Using Search methodology our Executive Search Consultants are able to identify competitor and comparative business talent and engage with individuals in the market place 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.

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.

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: direct competitor business that has the same main business offering as the client but is active in alternative markets or an indirect competitor that has a different business offering but is active in the same markets as the client.

Shortlisting

Uncover greater depth of information and detail and assess if the business is a viable target. At the conclusion of this phase a more detailed report on the shortlist companies will be prepared and presented for discussion and decision-making. This report will include data on the market, the competition and will assess both key personnel and management capabilities.

Mediation and Negotiation

Direct mediation with 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.

We do not offer a financial due diligence service.

Many world-leading businesses have well structured graduate hiring and talent development programs for the “in-house” management structure. However, fast changing external markets can require a new set of skills and leadership. At such times it can be very useful to assess the internal talent against the rest of the competitor and comparative business market place.

Using the Executive Search methodology we can identify a suitable shortlist to benchmark against internal talent, thus ensuring that our clients have the “best in class” leaders in their company.