The Executive Search industry was once described as "the best ring side seat to commerce". We strongly believe this to be so but just as commerce has evolved and changed business models, so too must the Executive Search industry. We believe the future of the search industry is beyond the closed parameters of an individual recruitment mandate and if we are to add value to our clients we must address a clients broader talent management agenda and provide services and advice to all aspects of the talent management life cycle. An Executive Search firm must be the Professional Service business and trusted advisor it professes to be.  

Talent is relative to an organisation. Executive Search firms must therefore be be capable of working with a business to help them identify what talent they have, then develop that talent and benchmark it for any future external recruitment activity. Post any successful assignments the Executive Search firm should be part of the team that transitions the new talent or candidate from one successful role to another, providing a proactive coaching service to them for their all important first 100 days, supporting them to adapt and change their behaviours. The Executive Search firm should then be part of the ongoing talent development and talent retention strategy of their clients stars and investments - the Executive Search firm should be an Integrated Talent Management business; capable of executing executive search mandates as part of its portfolio of services not as its only trick.

Adastrum's services are delivered by executive level HR professionals, experienced executive search consultants, qualified coaches and battle scarred executives. They are underpinned by rigorous psychometric assessments and profiling and our professional advice is validated in our fee structure.