Executive

Requirements Briefing

Minimising risk and thinking holistically

Misunderstanding seemingly minor elements of the requirement, and the subsequent misrepresentation leads to inaccurate shortlists, interview dropouts and offers rejected. Losing control of the process.
Specifications cover desired skills, experience, and cultural fit. But more could and should be considered. To holistically understand the behaviours, traits and attitudes sought, and gain a rich understanding enabling an effective introduction to the target candidate audience.

Talent Mapping

We produce a long-list, almost immediately

For us, long-listing is straightforward. Through our hyper specialist 'Talent Mapping' and proprietary database, we’ve already mapped the the Accounting & Finance Investment communities. Enabling production of a long list almost immediately. We know who and where they are, and quickly remove candidates falling short.

The Approach

Creative, accurate and tenacious

We’ve had a thorough requirements briefing, curated an impressive long-list of potentials of both passive and active candidates, now we approach them. Creating a predefined marketing and sales strategy, representing your brand professionally, preserving it within your eco-system. Considerable efforts are made writing copy, improving the audiences ability to contextualise the opportunity holistically. Combined with a tenacious consultant, in the belief their audience could be interested given accurate long-listing, great results are yielded.

The Shortlist

Whittling down the long-list, introducing hallmark vetting

After a successful approach, we've a long shortlist full of great potentials interested. If not we may reassess, and change tact.

Otherwise how do we whittle this down further?

Through a thorough compare and contract screening process in accordance with our extensive requirements briefing. Additionally a full 'hallmark vetting' report card and screening interview notes will accompany each application, exclusive to the Executive product.

Interview Process Planning

Creating momentum and professional impressions

Lots of hard work has gone in so far to minimise risk, we must keep that going.

Getting diaries in order now is key. The more efficient diary management is, the shorter the interview process, the greater the momentum and more professional you look. We can't overstate the importance of this stage. Momentum counts for a lot when hiring.

Who really needs to be in the process? How many stages? When are they free? Let's box the diaries out now based on a predefined numbers i.e. 5 at first, 3 at second and 2 at third.

1st, 2nd and 3rd stage Interviews

We're at the races, and it is imperative to be high touch

Processes can quite easily fall down through a lack of feedback and communication. Both the candidate and client receive a brief and de-brief for each interview, preparing their expectations and giving them the information needed to get the most out of each meeting.

Offer & Resignation Management

Don't think it's a done deal, often plenty to do still

Given all vetting and conversations to date we should have a smooth offer and accept. But if necessary we arrange a further meeting to discuss reservations prior to any offer. Also counter-offers, bonus/LTIP/carry ‘walk-outs’, compensation negotiation and resignation processes are all scenarios we are well versed to effectively handle and advise on.

Onboarding

Regulations and celebrations

We help with information and processes to onboard from documentation to international relocation. And we hold a lunch or drinks to round off and celebrate the successful process