Methodology
Executive Search
Executive Search
1

Understanding and defining the project

Objective Capture customer needs and define the ideal profile.
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.
2

Search strategy

Objective: Design a plan to identify and attract top talent.
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.
Objective: Design a plan to identify and attract top talent.
3

Candidate identification and evaluation

Objective: To filter the most qualified candidates aligned with the desired profile.
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.
4

Presentation of candidates

Objetivo: To facilitate an informed decision for the client.
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.
Objective: To facilitate an informed decision for the client.
5

Customer interview process

Objective: To ensure that the client evaluates the finalists in depth.
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.
6

Selection and offer

Objetivo: Successfully closing a deal with the ideal candidate.
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.
Objective: Successfully closing a deal with the ideal candidate.
7

Follow-up and warranty

Objective: Ensure successful candidate integration and fulfillment of expectations.
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.
8

Evaluation and feedback

Objetivo: Learn from each process to continuously improve.
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.
Objective: Learn from each process to continuously improve.