Executive Search: from understanding to retention

01 · Mapping the mandate before the market

Understanding and Direction: the business first, then the market

Before we approach anyone, we validate with you the business problem the role has to solve, not just its description. We scope the profile and run the salary study; then we read the market — target industries and companies, equivalent roles, talent mapping — and define the search strategy. Headhunting is a craft: data first, judgment always.

The methodology is the same across all sectors and role types; the team is organized by industry specialization.

02 · Validating competencies against the business plan

Quality and Conversion: relevant talent who wants to take part

Every candidate is assessed against your company's objectives: track record, verifiable achievements, competencies and motivations, with DISC, Value Drivers, assessments or business cases when relevant. You choose from the 5% of the longlist that passes all our evaluation stages. Our commitment: a first shortlist of at least four assessed and aligned profiles within eight business days of brief approval.

Then we coordinate interviews, prepare candidates and clients, and verify professional references through 360 references.

• The role's story: the real challenge, not a generic description
• A confidential approach that respects the candidate's time
• Market feedback we bring back to the client in every round