We deliver comprehensive identification of talent for specific functions or skill sets within defined parameters, against current or future hiring needs.
Differing client requirements can be met with different service levels, from talent pool prioritisation, to provision of talent insights or benchmarking of high-potential profiles.
With the objective of making an executive / leadership hire, we run the first two thirds of the search process exactly as you would expect a search firm to – working hand in glove with the internal team who go on to manage the internal interview process and candidate closure.
We work from briefing to the presentation of an ongoing flow of qualified, high calibre candidates for each mandate. All delivered in real time, we build speed, flexibility, transparency and control into the executive search process for our clients.
We engage world class leaders on behalf of companies with a view to building longer term relationships between client and candidate, handpicking leaders with specific skill sets and backgrounds as required.
Introduced with a cadence bespoke to each project, clients can build a pipeline of exceptional diverse candidates, make multiple hires within a specific skill set or move deeper into the succession planning process to plan against critical roles.
Using both primary and secondary research techniques, we provide strategic insight into competitors, industries, functions, geographies and markets – building and delivering bespoke products to answer our clients’ key leadership talent questions.
We offer tailored solutions to; help our clients understand competitor structures; deliver talent, market, competitor, compensation and location analysis; understand their own perception in the market; and more.
We comprehensively map the market, identifying the best available talent market wide on behalf of our clients against pivotal roles. Each candidate is then assessed against a set of key criteria, before being compared with incumbents and internal bench.
Through the presentation of this data in the form of a clear and digestible skills and experience matrix, clients can compare both internal and external talent to make informed decisions as regards their most critical leadership positions.
