My job is to identify and recruit highly qualified candidates for senior roles, including C-suite positions, on behalf of you. Outsource the Executive Search for me, and focus on your own work.
I help you to find leaders who will add value to your organization.
When a prospective hire is approached by a headhunter, they’re more likely to listen. As an executive search professional, I’ll offer objective, discreet counsel that can help your organization to choose candidates which are ready to contribute immediately.
I will spend time getting to know your organization and its culture, prepare job descriptions and success profiles, identify candidates, screen prospects, and introduce candidates to you. I want to find the best fit that will be able to lead your organization now and in the future.
Benefits
Hiring a talented executive takes more than simply posting the job ad on your website. You might already know that busy executives aren’t visiting your website or job boards for their next opportunity. Even with a talented HR team, it’s not going to be easy to find and attract leading candidates. Candidates aren’t likely to respond to all if it’s from someone they don’t know.
Aside from helping you make connections, here are some other benefits of working with me:
- Top candidates: If you haven’t got any suitable talent in your organization who could lead the organization, you’ll naturally have to look outside your company. Outsourcing the research can help you ensure the candidates sourced are qualified for the role.
- Diversity: Diversity, equity and inclusion (DE&I) is essential throughout an organization, but it’s particularly important in the C-suite. I will support your overall DE&I goals searching diverse candidates.
- Objectivity: An outside perspective for the senior recruitment can help you avoid political maneuvers and unconscious bias. Getting the opinion and advise of someone you trust can help you view candidates and your organization with fresh eyes.
- Faster results: Your HR will save time when they don’t have to sift through applications from hundreds of applicants who aren’t suited for the role.
- Cost-efficiency: Don’t use the time and your important resources trying to recruit executives by yourself, spent them on other initiatives. If executive roles are dormant for too long, it can lead to revenue loss and reputational harm. Furthermore, if you hire the wrong candidate, the economic effects are even greater.
- Confidentiality: You may not want to broadcast that you’re looking for a new executive hire. I can work discreetly and confidentially to source and interview candidates.
The process
Valoon’s process of executive search is pretty much the same as in the world’s top executive search firms. Let me introduce the process in steps.
1st step: Start meeting
I’ll meet with your stakeholders to discuss about the role, including its responsibilities and requirements, and the organization’s culture. Stakeholders include usually members of the executive team, board members and HR. The goal is to understand what is necessary for candidate to succeed in the role and in your organization.
2nd step: The success profile
The success profile explains the work that needs to be done and the skills, competencies and mindset required to do that work. With a success profile in hand, I can understand what top candidates look like and keep executive searches on track.
3rd step: The target list
I will compile a list of companies with candidates in similar roles, with similar cultures and office locations. Then I will research potential candidates in candidate database, other proprietary databases and social networks to develop a list of prospects. I will also reach out to professional associations and other groups for referrals.
4th step: Candidate sourcing & screening
I will contact prospects to see whether they are qualified and interested. There is important to see whether they match the Success Profile. Then I will assess whether they would be willing to leave their current role.
5th step: Interviews by Valoon
I will meet with top candidates in an in-depth interviews, which may take place online or in person. The goal is to verify skills and references to the extent possible to assess potential fit.
6th step: Candidate presentation
The next step is to present a slate of top candidates for you. I will prepare a report that explains each candidate’s background and assesses their strengths and weaknesses against the Success Profile. I will also share details to help you to close the deal, such as salary requirements and motivators. You will select top candidates which you would like to meet.
7th step: Interviews by the client
Then it’s your turn to conduct the in-depth, in-person interviews to narrow the list to two or three finalists. I will help you organizing the interviews.
8th step: Referencing
At this stage, I will contact the candidate’s references and confirms employment and credentials. I will also ensure confidentiality because of the sensitive nature of these conversations.
9th step: Offer stage
Near to the end of the process. Your task is to construct an attractive offer, including an enticing salary and benefits package, and make an offer to the top candidate.
10th step: Closing & feedback
Once the executive accepts the offer, I can assist with onboarding and transitioning. Otherwise, the engagement ends. We’ll have a feedback session after the engagement together, so that we can develop our cooperation even more.