§Our search methodology
Matching people to roles is not luck.
It is hard work, intensive research and meticulous planning. We take time to understand your values, culture and philosophy before we look at the requirement, and we ask carefully framed questions that make you think.
- Stages
- 09
- From
- Understanding
- To
- Counselling, after joining
- Handled
- In strict confidence
- 01
Understanding
We begin with your structure and culture, dissect the position to map its criticality, and agree objectives before anything else.
- 02
Planning
A specific, targeted plan with clear milestones, defined measures of success and transparent commercial terms.
- 03
Sourcing
Target companies and candidates identified through our network and proprietary databases, extended by online and social channels.
- 04
Shortlisting
Candidates screened and interviewed on skills, achievements and cultural fit, narrowed to a highly qualified group of finalists.
- 05
Interviewing
Only then are finalists introduced to you for detailed discussions and selection.
- 06
Negotiating
We act as the channel between you and the candidate on salary, benefits and relocation, saving your time.
- 07
Closing
We counsel the chosen candidate through resignation and guide the transition into the new role.
- 08
Communicating
We present the opportunity, responsibilities and potential of the role clearly, because misunderstood briefs are why searches fail.
- 09
Counselling
Our work continues after joining, smoothing the early period so you retain the talent you hired.
→A relationship, not a transaction
Partnerships that stand the test of time.
We do not follow a one-policy-suits-all approach. Our seasoned professionals use proprietary methods to help companies find and hire top management talent, and stay alongside through onboarding.