The people with the vision, potential, intellect, communication and influence skills to transform and/or change your business or team for the better are unlikely to be seeking a move. They will be well rewarded and regarded by their current employer. It is unlikely that they will be on a database or responding to advertised positions and so the most effect method of engaging them is to pro actively approach them through an executive search exercise. 

We will work with you to confirm the key competencies and experiences a candidate will need to be successful in the role. We will confirm the key challenges and the success criteria for the role and importantly our understanding of the business plans, drivers and organisational culture to be able to define what our target candidate looks like and where we are likely to find them, which may very well be in another industry sector and not in a competitor.

Identification of the potential talent is no longer the propitiatory information it once was for an Executive Search firm, proving they are any good and are relevant to the role and a companies longer term objectives is the challenge.

In assessing candidates we will conduct performance and behavioural based interviews and select appropriate psychometric tools to present a true comparison between short-listed candidates strengths and abilities. Critical hire/promotion decisions are then made on evidence that compares candidates intellect, motivation, behaviours and potential as well as their experience and culture fit. A process that reduces the risk of making a mis-hire and increases the chances of that hire being the right one to 3 in every 4 or 75%.

Thorough Psychometric assessments are a standard part of our service offering provided for no extra fee. Where possible we use previously benchmaked assessment data to validate those at final stage selection are indeed raising the talent bar and/or plugging the right skills gap.