How we evaluate talent

We employ our own inhouse team of multi-lingual researchers to find the talent you require

All of our senior consultants conduct their interviews face to face, making sure we match the goals as set with the client and we get to know their personality.
We consider all of our candidates equally important and evaluate our candidate’s full range of capabilities, personal characteristics, and insights into their expected performance in the targeted leadership role.
Many times we invite our candidates to envision themselves in the new role, asking them to share how they see the fit on a personal, professional, and cultural level.
We make sure all have a great “Search Experience”.

Completing the recruitment process

Once have selected the most suitable candidate for the role, we will carefully manage their exit from their current company, making sure that all goes according to schedule. At the same time we maintain contact with other shortlisted candidates, managing their expectations and above all to keep them connected as potential employees for the future.
We start supporting the executives well before D-Day in their new role – as soon as the appointment decision is made. Working in close collaboration with you, your team, we craft a plan – so they to hit the ground running.

Load’s of challenges in the first day(s) and weeks and we like to review together your onboarding policy, as once started they must quickly understand the organization’s culture, set the right priorities, and establish credibility with colleagues and stakeholders.
In the first 100 days we ideally meet one-on-one with the executive at regular intervals to allow them to identify challenges and reflect on their progress, identify alignment and where needed, calibrate the approach as needed.