Methodology
Understanding and defining the project
I
Company analysis
- Review of organizational culture, vision, mission and values.
- Understanding of business strategies and short and long term objectives.
II
Role definition
- Detail of the responsibilities, competencies and objectives of the position.
- Identification of necessary technical skills and leadership competencies.
- Customer expectations about the impact of the role.
III
Benchmarking
- Evaluation of industry standards and competitor analysis.
Search strategy
I
Customized strategy
- Development of a search roadmap, considering key markets, sectors and locations.
II
Active and passive search
- Leveraging the firm's network of contacts, proprietary database and specialized platforms.
- Identification of passive candidates (those who are not actively seeking change).
III
Talent mapping
- Analysis of available talent in the market, including experience levels, mobility and availability.
Candidate identification and evaluation
I
Initial interviews
- Preliminary assessments to verify experience and key competencies.
II
Detailed evaluation
- Technical and leadership competency tests.
- Methods such as competency-based interviews, simulations and psychometric assessments.
III
Validation of cultural fit and short list
- Verify that the candidate fits with the client's values and organizational dynamics.
- Presentation of the best 3-5 candidates that meet the requirements.
Presentation of candidates
I
Dossier of candidates
- Detailed information on each candidate (resume, evaluation, test results, motivations).
II
Customer support
- Discussion of each candidate's strengths, areas of opportunity and strategic alignment.
- Recommendations on the most suitable profiles.
Customer interview process
I
Customer preparation
- Support in the creation of interview questions and structure.
- Training in techniques to evaluate key competencies.
II
Coordination of interviews
- Organization and supervision of meetings between the client and the candidates.
Selection and offer
I
Negotiation
- Support in the preparation of the economic and benefits offer.
- Advice on salary expectations and market conditions.
II
Closing
- Management of the offer acceptance process.
- Supervision of the candidate's transition to the new role.
Follow-up and warranty
I
Post-hiring follow-up
- Periodic review of the candidate's performance in the first months.
- Continuous feedback between client and candidate.
II
Replacement
- In case the candidate does not meet expectations in the given period, we offer a 6-month guarantee to find a replacement.
Evaluation and feedback
I
Customer and candidate feedback
- Review of client and candidate experience during the process.
II
Process optimization
- Incorporation of lessons learned to refine future methodologies.
