1 EXECUTIVE SEARCH
- Need for a resource due to business expansion or to fill a vacancy.
- Existing gaps in the succession plan of your organization.
- Organizations where HR is a strategic player in the organization.
OUR DIFFERENTIATED HIRING PROCESS:
The Job Description
Brief about the role to a potential Candidate
Brief to the Hiring Manager
Selling document to the Candidate
Negotiation Support and Closing
Interviewing & Scheduling
ON-boarding of the candidate
OUR DIFFERENTIATED HIRING PROCESS:
High Engagement + Sharp Focus + Art of Execution + Humanizing the Search
2 STEALTH HIRING
HANDLING CONFIDENTIAL EXECUTIVE SEARCH WHICH
REQUIRES A HIGH DEGREE OF DISCRETION
Where is stealth hiring applicable?
- Replacing Non-performers (who have outlived their value)
- Positions which are critical to business continuity and therefore require a pipeline of identified talent.
- Politically charged environment in the organization which requires a high degree of dexterity.
- Misalignment with new management, especially in the case of an M&A.
Stealth Hiring necessitates an extra amount of caution at every stage of the hiring process, in order to ‘gain advantage’ and make maximum impact. We are skilled in the art of ‘subterranean hiring’ where our clients do not want their identities exposed until, the ‘right moment’, due to various organizational or industrial dynamics. We are intrinsically networked with passive talent pools that are not overtly looking for career changes and who need a high amount of sensitivity.
3 LEADERSHIP ASSESSMENT
Identifying ‘high pots’, creating a succession plan, benchmarking compensation and suchlike initiatives are continuously implemented in organizations to keep them ‘contextual’. Forward planning in forecasting ‘business critical’ resources which will need to be hired creates a need for assessing best available talent thoroughly. While several profiling tests based on competencies are available and very useful, the additional interpretation of a seasoned industry professional is often required to arrive at the ‘core’ of talent identified. The ‘adaptive intuition’ garnered over years of work gives such experts incomparable perspective.
Our panel of leaders from sectors in industry are called in to evaluate and assess leadership talent to give a holistic interpretation of candidates’ true value proposition which is contextual to their industry sector.
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4 STRATEGIC TRANSITIONS HIRING
MERGERS & ACQUISITIONS
Gaining an edge by acquiring new talent & technology as well as growing revenue by aligning with strategic assets and market share are a result of well-structured M&As. However, a large number of deals fail due to inadequate due diligence and integration leading to ‘acquired resources’ heading for exits. The new synergies which are created as a result of the new entity create an organization restructuring which has ramifications on ‘critical resources’.
Our experience in manning ‘merged entities’ by working closely with the acquiring organization ensures a smooth transition.
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INFUSION OF NEW CAPITAL & PUBLIC LISTING
Infusion of fresh capital into an organization gives it an ability to attract resources with a skill set which at times may have been out of reach. Balancing the hiring process to achieve employee- employer relationships which are productive and have longevity is based on a knowledge based approach which we have perfected.
Initial public offerings are utilized by organizations to raise expansion capital as a one of the key reasons. While this allows for a wider catchment area for hiring the best skilled resources, the new environment where a lot of information has to be shared publicly results in a need for a high amount of discretion is required to maintain a competitive advantage.
Our ‘high engagement approach’ ensures the highest amount of discretion in hiring the best resources for you.
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