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Services
Executive Search (Hunting) and Specialized Recruitment
Objective: Identify and attract the best talent in the market, especially highly specialized or high-potential professionals who are not actively seeking employment. Methodology: 1. Client brief: We define key competencies, organizational culture, and performance expectations. 2. Market mapping: Industry and sector mapping to identify talented companies and leaders. 3. Personalized outreach: Confidential one-on-one contact, highlighting your organization's values and challenges. 4. Shortlisting and interviews: Initial evaluation through structured interviews and competency tests. 5. Shortlist presentation: Report with 3–5 finalist candidates who meet the profile. 6. Offer closing support: Assistance in negotiations and onboarding. Deliverables: • Summary profile of each candidate (CV + competency highlights). • Psychometric assessment • Reference screening Benefits: • Access to high-quality talent. • Reduction in time-to-hire by 30–50%. • Replacement guarantee (if the candidate doesn't comply, we apply a one-time replacement guarantee at no additional cost).
Detection of Training Needs
Objective: Diagnosing skills and knowledge gaps in your team to design and prioritize training plans that boost performance and retention. Methodology: 1. Document analysis: Review of job descriptions, performance evaluations, and business objectives. 2. Surveys and focus groups: Gathering expectations and perceptions of employees and middle managers. 3. Interviews with key managers: Identifying unmet critical competencies. 4. Competency gap matrix: Matching desired competency versus current level. 5. Training roadmap: Prioritizing topics, methodology (e-learning, in-person workshops, coaching), and timeline. Deliverables: • Gap assessment report. • Prioritization matrix (impact vs. urgency). • Training plan with modalities and estimated budgets. Benefits: • Training aligned with strategic objectives. • Improved engagement and reduced turnover. • Optimizing investment in training.
Development of Job Profiles
Objective: Precisely define the responsibilities, technical and behavioral competencies, and success conditions for each position to facilitate selection, evaluation, and performance management. Methodology: 1. Definition Workshop: Collaborative session with stakeholders to agree on the scope and level of the position. 2. Task Analysis and KSAOs: Map the necessary knowledge, skills, abilities, and other characteristics. 3. Formal Description: Draft the objective, key responsibilities, success indicators, and internal/external relationships. 4. Validation and Adjustment: Joint review with managers and HR to ensure alignment. Deliverables: • Job Profile Document (standardized template). • Competencies with examples of observable behaviors. Benefits: • Clarity in expectations for employees and recruiters. • Reduction of bias in selection processes. • Solid foundation for career and succession plans.
Talent Assessment
Objective: To objectively measure the competencies, development potential, and cultural fit of candidates or current employees for hiring decisions, promotions, or succession planning. Methodology: 1. Tool selection: Psychometric tests, competency-based assessments, and group dynamics. 2. Assessment administration: Online or in-person, depending on the level and critical mass of those being assessed. 3. Structured interview panel: Focusing on evidence of past behavior (STAR). 4. 360° feedback (optional): Opinions from peers, managers, and direct reports. 5. Results report: Scores, strengths, areas for improvement, and development recommendations. Deliverables: • Individual report for each assessee. • Competency chart vs. internal/industry benchmark. • Action plan for development or succession plans. Benefits: • Data-driven talent decisions. • Early identification of high-potential candidates. • Alignment of talent with growth strategy.