Aiming for a step change in results?
HOW WE HELP: RETAINED SEARCH & SELECTION
CHIEF INFORMATION OFFICER
CHIEF DATA OFFICER
CHIEF DIGITAL OFFICER
CHIEF INFORMATION SECURITY
CHIEF TECHNOLOGY OFFICER
CHIEF PRODUCT OFFICER
OUR CORNERSTONE: MARKET KNOWLEDGE
3 months average time between the regular calls with our TOP100 CIOs
We have met 85% of the technology leaders in B$ companies accross APAC.
average number of interviews per assignment prior to a shortlist.
OUR PROCESS: SETTING THE GOLD STANDARD
Example data: search & selection of the Chief Technology Officer for a 10B$ luxury brand.
THE STORY BEHIND THE NUMBERS
Running an effective executive search requires the initial building of a list of target companies. In this case, 150 companies were delimited in agreement with the customer, across a variety of industries and within 3 countries (Singapore, Hong Kong, Australia). Within each, we map the entire technology organization and identify: “who is the current CTO/equivalent”, “who is qualified to become CTO”, “who’s been in this responsibility level before and was promoted or moved to another company”. As we work, we add target companies to the list, this time totaling 325.
5000+ is an estimated amount of talent profiles reviewed by our researchers. This is time and resource intensive, it requires a qualified research team who understands the role, the customer, the industry and is able to make selection decisions based on numerous factors. From 5000+, we identified 810 relevant profiles.
Now the internal work is intense as it requires to cut down from 810 to a top 300, then to our top 100. In this case, we ended with a top 125. Each person in the top 125 is contacted through multiple means over a 2 week period: personal and professional emails sourced from our own providers, Linkedin, phone calls (home and office), introductions through friends and networks, and once in a while, we drop by the office and ask for a meeting with someone we think is a rockstar.
Not everyone replies, here, 35% of our top 125 did. Our consultant then had 43 phone conversations of about 45 minutes each. That’s one full week of work just to cover the basics of fit for the opportunity. After that, we formally interviewed our top 10 and presented our shortlist of 5 to the client.
One could think that the work stops there. But that’s where things fall apart, so we’re behind every single interaction. We build a process planning with our client and ensure that every little step is carefully organized. Candidate experience becomes our focus, along with the successful closure of the hiring process.
Now, one could, again, think that the work stops there. But there’s so much more. Contact us, let’s have a chat about it.