- Senior managerial positions (President, CEO, SVP, VP, Director, General Manager) for general management, sales, marketing, business development, engineering, product management, supply chain management for consumer electronics, industrial, commercial OEM distributions and financial services sectors
- Plant Managers, Director/GM, Production Engineering Directors for automotive manufacturing
- Line Managers (Engineering, Purchasing, Production) for automotive manufacturing
- National & Regional Sales, Marketing, Business Development Managers for international trading companies, industrial and commercial manufacturers
- Product Manager, Key Account Manager, Account Executives for consumer electronics, industrial and commercial manufacturers
- GM for Risk management, Audit, Credit Analyst for financial services sector
- Managers for loan operations, corporate banking, financial analysis for financial institutions
- Human Resources Managers for all sectors
- Controllers, Accounting Managers, senior level administration positions for all sectors
- Various senior positions in logistics, operations, warehouse sectors
Our comprehensive selection process results in effective human resources management for the acquisition and retention of essential human capital for organizations.
Our Process
Recruitment
I. Comprehensive up-front work - to obtain a solid understanding of an ideal candidate with specific recruitment requirements as well as corporate culture, business climate and other insightful information. This process will result in a shared understanding of the critical components for the sourcing and assessment of desirable candidates. A proposal letter to our clients outlining our understanding and search strategy, and timelines will follow.
II. Sourcing – to identify the best available candidates, we conduct a full search covering all potential sources to locate qualified individuals, supported by dedicated research. Our typical sourcing methods include direct recruiting, comprehensive database, networking and if so desired, career posting or advertising via internet and associations.
III. Assessing – to differentiate competencies, after identifying potential candidates, we conduct preliminary telephone and/or video interviews to determine whether to arrange subsequent personal interviews. For pre-screened candidates, face-to-face meetings take place to conduct in-depth behavioural interviewing with the opportunity for further discussions to ensure their genuine interest, corporate cultural compatibility and targeted capabilities.
IV. Short list review – through ongoing communication with our client company, we present a short list of qualified candidates, which consists of each candidate’s resume and a written summary and overview of their career/background. Preliminary reference checks will be ongoing when applicable.
V. Reference checking - extensive written reference checks are provided for the finalists, with sensitivity to legal defensibility.
VI. Follow-up – to monitor progress and integration of the new hire, we follow up with our clients and selected candidates to ensure their successful adaptation into the new role.
I. Comprehensive up-front work - to obtain a solid understanding of an ideal candidate with specific recruitment requirements as well as corporate culture, business climate and other insightful information. This process will result in a shared understanding of the critical components for the sourcing and assessment of desirable candidates. A proposal letter to our clients outlining our understanding and search strategy, and timelines will follow.
II. Sourcing – to identify the best available candidates, we conduct a full search covering all potential sources to locate qualified individuals, supported by dedicated research. Our typical sourcing methods include direct recruiting, comprehensive database, networking and if so desired, career posting or advertising via internet and associations.
III. Assessing – to differentiate competencies, after identifying potential candidates, we conduct preliminary telephone and/or video interviews to determine whether to arrange subsequent personal interviews. For pre-screened candidates, face-to-face meetings take place to conduct in-depth behavioural interviewing with the opportunity for further discussions to ensure their genuine interest, corporate cultural compatibility and targeted capabilities.
IV. Short list review – through ongoing communication with our client company, we present a short list of qualified candidates, which consists of each candidate’s resume and a written summary and overview of their career/background. Preliminary reference checks will be ongoing when applicable.
V. Reference checking - extensive written reference checks are provided for the finalists, with sensitivity to legal defensibility.
VI. Follow-up – to monitor progress and integration of the new hire, we follow up with our clients and selected candidates to ensure their successful adaptation into the new role.