A UNIQUE APPROACH
We are a different kind of Talent Strategy firm
that deliver results way beyond the ‘usual suspects’
Although ‘cut-and-paste’ role descriptions are frequently used by traditional search firms, our approach is to start with a profound understanding of the desired business outcomes. We will seek upfront clarity around your business challenges and how they are aligned to your talent strategy including governance models, organizational dynamics and seeking alignment between your stakeholders.
“ What got you here will not necessary get you there
Only by expanding your requirements to address the alignment to business strategies and organizational dynamics will the selected candidate be in a position to create value.
Traditional search firms are obsessed by transactions to ‘fill boxes’. The candidates who match key requirements are also assessed on required competencies and cultural fit. Too often though, even excellent candidates fail as executives or are rather dysfunctional on Boards, as there is a lack of a broader view beyond the specific position.
As an example, Executives who have been successful in a command-and-control organization are unlikely to be successful with high performing teams who have moved on to connecting people to purpose and aligning multiple groups to deliver a higher level of performance in unchartered territories to create value.
“ A modern approach considers also the evolving organizational and team dynamics. Only then will external candidates be successful creating value.
FOCUS ON BUSINESS OUTCOMES
OUR APPROACH IS TO START WITH A PROFOUND UNDERSTANDING OF THE DESIRED BUSINESS OUTCOMES
RESEARCH IS AN ART
WE SEE TREMENDOUS VALUE IN THE ACTUAL SYSTEMATIC RESEARCH TO ENSURE ‘NO STONES REMAIN UNTURNED’
To ensure that Partners can spend more time on Business Development to sell the next search, traditional search firms have over time pushed its Researcher to spend less time on research and more time on client delivery.
“ Our approach is the complete opposite. We see tremendous value in the actual systematic research to ensure ‘no stones remain unturned’, and to ensure Partners are fully engaged in delivery to get the best candidates to the table and over the line.
Our work across sectors and international borders have given us tremendous insight into a variety of business models helping us translate key requirements into optimized sourcing strategies. Such an approach helps us to come up with more lateral ideas who might be better suited for your future needs rather than simply the ‘usual suspects’
As proprietary talent databases are since long outdated, we have taken a fresh approach to research leveraging a combination of our own talent pool insight, extensive global sourcing, and a variety of external databases. We believe that research is an ‘art’ and our top-down/bottom-up systematic research will ensure we have left no stones un-turned.
We have no sector, functional or geographical restrictions as we will never come across any internal barriers to approaching candidates who are protected by other Consultants.
And the ‘sky is the limit’ as we have no Off-Limit restrictions.
Through numerous interactions with some of the world’s most successful leaders it has become clear that their success most often can be credited to a rather few success factors. Despite that, most traditional search firms are rapidly expanding the number of theoretical search criteria to be evaluated resulting in light-touch comments lacking real evidence and with a poor correlation to value creation.
“ Our approach is to focus on the few success criteria which will make the difference and to go to an extreme depth understanding how candidates measure up to these
DEEP CANDIDATE INSIGHT
WE PROVIDE DEEP AND BALANCED INSIGHT ON CRITERA THAT REALLY MATTERS
Our way of working goes beyond being truly customer centric. Our paradigm is being ‘one’ with our clients. This implies that we will not only provide you with unchallenged and personal customer services, but will immediately start to think and act from your perspective.
“ Referring to ‘you’ and ‘us’ will not help to solve your problem
Most firms are still using a staggered and sequential approach with research, long-list and short-lists limiting the choice of candidates.
“ A 21st century approach rather favors instant and constant progress until you have a great pipeline of candidates to choose from
Being trapped with a short-list of a few candidates and being asked to choose one of them is seldom a good solution. At no time will we refer to ‘our’ short-list and ‘your ‘candidates. The search will only be finished once you are convinced that you have the best possible candidate lined up.