Our Services
Our Services
duplicado
- Trabajamos con el candidato para revisar su experiencia.
- Identificamos objetivamente el valor de sus logros y su trayectoria.
- Detectamos puntos débiles y áreas de mejora.
- Buscamos entender la posición en el mercado para personas con trayectorias largas.
Preparation
- We work with the candidate to review their experience.
- We objectively identify the value of their achievements and track record.
- We detect weaknesses and areas for improvement.
- We seek to understand the market position for people with long track records.
Search
- We mobilize the candidate towards our own or external selection processes.
- We prepare the interview process, resume and speech.
- The objective is for the candidate to achieve the best possible match with the target.
Activation and follow-up
- We help the candidate to understand and connect with the labor market that applies.
- We identify companies, target functions and review their curriculum and cultural alignment.
- We build the network of contacts and accompany the candidate during the first months to ensure a successful adaption to the new position.
duplicado
- Confección de una ficha acerca de la compañía requerida (o compañías) en la que se muestra la información relevante y los datos clave de su actividad.
Company profile
- Preparation of a fact sheet about the requested company (or companies) showing relevant information and key data about its activity.
Detailed role description
- Job profile analyzed and main requirements (experience, training and knowledge, competencies and skills).
Salary scales and blind profiles
- Identification of target salary and minimum and maximum ranges, including fixed and variable salary and benefits.
- For each position, 3 candidate profiles are provided that fit the position description.
duplicado
- Comportamientos observables por la organización.
- Herramientas o acciones concretas a desplegar.
- Plano emocional del coachee (creencias, miedos, limitantes, etc.)
Identification of areas for improvement
- Observable behaviors by the organization.
- Specific tools or actions to be deployed.
- Emotional level of the coachee (beliefs, fears, limiting factors, etc.)
Definition of phases and model
- What are the aspects of improvement, training actions and behavioral patterns of the coachee.
- What should be the orientation to the objective and how to make a final balance of the evolution.
- Use of the GROW model to define the coachee’s objective, reality, options and willingness or action plan.
Tools and keys to success
- Establish a relationship of trust and confidentiality to reveal the coachee’s objectives and commitment to apply the coach’s skills and experience.
- Self-knowledge and reflection of the coachee in a tailored and action-oriented process.
- 360º evaluation and use of universal tools to establish the range of competences, determination of the coachee, values, skills…
duplicado
- Estudio del equipo actual que forma la compañía y los distintos KPIs clave que guíarán el proceso.
Starting point
- Study of the company’s current team and the different key KPIs that will guide the process.
Succession planning approach
- In-depth knowledge of available talent: skills, competencies and
behaviors. - Objective, flexible and in-depth approach to ensure the present and future success of the Succession Plan.
- Continuous process with permanent monitoring and review to anticipate changes.
Methodology applied
- Use of proprietary matrices with 5 key factors.
- 3×3 s talent analysis; personal and group interviews; knowledge of hierarchy and position profiles.
- 360º evaluations based on industry-standard tests, with subsequent reports and fact sheets.
Why rely on us?
Because of our DNA
To understand what we are, our roots must be discovered.
Because of our commitments
We do what we say, because we are committed to meet very high standards.
Because of our methodology
We do not improvise: our methodology ensures that everything works perfectly.
