Deciding on key people is the most crucial aspect of building leading companies. We feel privileged to be entrusted by our clients with this responsibility and approach the task seriously and with the utmost commitment.

Our view is that the true proof of key people’s decisions is the company’s performance against strategic objectives years into the future. We are qualified and prepared to engage earlier and take responsibility longer than it is customary in the executive search field.

We manage the process with discretion, creativity and discipline, striving for uncompromising, perfect communication.

Engagement process

• Needs and situation analysis against strategy
• Change architecture*
• Identification
  • High impact, targeted networking: we use our professional networks to get introduction to targets according to well defined protocols. This goes way beyond just asking for referrals.
  • We follow a thorough and rigorous research process. We consciously double - check our own and our clients’ assumptions and we never disregard anomalies.
  • Our culture is based on partnership and collaboration, not on competition and solo performances. This has a significant effect on our ability to ensure maximum coverage.
• Approaches

Approaching potential candidates (targets) is one of the most critical success factors in the search process. Only the consultant managing the process is in a position to appropriately present the position to targets and represent the client.

We never delegate or outsource this stage to junior staff, researchers or third parties.

The consultant is also an advisor for candidates, understanding their long term goals candidly discussing how the presented opportunity contributes to them, creating winning scenarios, understanding and addressing concerns.

• Interviews, assessment., referencing

Assessment for long term fit is a systemic process. We must look way beyond the track record, consider personal and behavioral factors, thinking, style, articulated and tacit goals, and many other factors. Over the years we have developed a comprehensive methodology called Identity Map® that adds significant value to this process.

• Closing

Closing means to create and commit to a win-win scenario. Every step of our process and our consultants’ supportive approach towards candidates helps to create ideal conditions for closing.

• Support

We find that significant value maybe added by guiding our clients’ on-boarding efforts, acting as an advisor or coach for the new executive in the initial 6-12 months period and acting as facilitators on questions that may arise in the first twelve months. We closely monitor our clients’ strategic performance, never stop following changes in the strategic environment, maintain contact and participate in meaningful conversations.