Headhunting and Talent Consulting
Drive the talent of your organization with an Executive Search selection methodology
Together we imagine and map the route, I build it and guide you through every step
How?
In-depth knowledge of the company, covering culture, management, challenges, goals and work dynamics.
Precise analysis of the responsibilities, skills and expectations of the position. I help you define it if needed.
Personalized, structured and organized process, without losing flexibility and adaptability to your needs.
Deep, careful and rigorous market research. Searching for a job title on LinkedIn is simply not enough.
Out of the box search and solutions, with creativity and a multi-lens approach. One size does not fit all.
Talent evaluation through competencies and emotional intelligence, key to finding the right fit for the position.
Communication, feedback and regular follow-up, streamlining the process and correcting any deviations.
Constant and constructive collaboration with the client, working as a team and aligned with their strategy.
Ad hoc advice and support from beginning to end, from a 360 global perspective.
Top Level Management
El perfil de Alta Dirección no busca, es buscado
Se requiere un proceso de investigación en el mercado cuidadoso y riguroso, además de un approach específico y un amplio networking.
Top Level Management son las figuras responsables de guiar y asegurar la dirección de la estrategia, objetivos y equipos en una organización, ¿no crees que es lo suficientemente importante como para dejar su búsqueda en manos de un experto?
CEO
PRESIDENT
DIRECTOR
CEO
CHIEF OFFICER
Top Management
Comité de Dirección / Consejo de Administración
Management Committee
Board of Directors
- GENERAL MANAGER
- DIRECTOR
- PRESIDENT
- Consejero/a Delegado/a
Son las figuras responsables de guiar y asegurar la dirección de la estrategia, objetivos y equipos en una organización a través de decisiones cruciales que definen el rumbo de la misma.
Middle Management
Departments / Areas
- RESPONSIBLE
- MANAGER
- LEADER
- EXECUTIVE
Son puestos estratégicos en los que delega la Alta Dirección, que supervisan equipos y proyectos, conectan la estrategia con la ejecución y toman decisiones tácticas.
- GENERAL MANAGER
- DIRECTOR
- PRESIDENT
-
CEO
CHIEF OFFICER
These are C-level key figures responsible for guiding and ensuring the direction of strategy, goals and teams within an organization through crucial decisions that shape its future.
- RESPONSIBLE
- MANAGER
- LEADER
- EXECUTIVE
These are strategic positions delegated by Top Management, responsible for overseeing teams and projects, bridging strategy with execution and making tactical decisions.
Don't you think these roles are important enough to trust an expert?
A careful and rigorous market research process is required, along with a specific approach and an extensive network.
Most of these talents are not looking, they are being looked for
A cross-functional perspective on talent search across different business areas
The engagement of your team starts with
the Candidate Experience
Your 360 Talent Partner: I support you in other Human Resources areas of your organization by consulting
Tools
- Assessment
- Personal Interview
- Job Description
- Talent Matrix
- Training
Processes
- Career Plan
- Onboarding Plan
- Performance Evaluation
- Upskilling/Reskilling
- Recruiting
Trends
- Organization
- Abilities
- Mobility
- Benefits
- Culture
My differential value helps you overcome obstacles and challenges
- Has your department or company experienced turnover in key positions due to the difficulty of finding highly qualified talent in the market that meets the challenges of the organization? Difficulties to find high qualification profiles in the market that fit to your organization's challenges?
- Have investments in new hires, including onboarding, training, salary, recruitment tools and time, become risky costs for the organization due to failed recruitments? risked costs to the organization due to failed searchs?
- Have processes with external recruiters become stuck due to poor agile management, multiple points of contact or insufficient feedback, forcing you to "chaise" to the other party?
- Have experienced external processes failed because you did not receive a proper guidancedue to were no taken into account the business vision, culture, leadership style or work dynamics of your company?
My practices & Tools
Executive Search
Market investigation
Conexion and contact
360 match
Precise evaluation
Negotiation
Assessment
Personality evaluations that complement the competency-based analysis
Project
Goals
Scope
Routemap
Milestones
Deadlines
SOCIAL MEDIA
Extensive worldwide network of contacts on LinkedIn