A Strategic Approach to Leadership Recruitment
At Profesio, we specialize in finding and attracting top-level leaders and experts for key positions in your organization. Our Executive Search service is designed to identify and select executive and management profiles that perfectly align with your business goals and culture.
Through thorough candidate assessments, psychological testing, and in-depth experience checks, we present only the best leaders who will contribute to your success.
Contact us today to find the right leaders for your team.
The search service for leaders, often called headhunting, is a specialized recruitment service designed to identify, evaluate and attract high-level leaders and senior management experts for leadership positions in organizations. Unlike traditional recruiting methods, executive and strategic recruiting focuses on finding top talent for roles that require specific skills, experience and leadership abilities.
Our comprehensive recruitment process ensures that we not only understand your company’s needs but also source candidates who are the perfect cultural and professional fit for your organization.
We recognize that no two organizations are alike, and as such, each executive search requires a personalized approach. We take the time to understand your company’s culture, strategic goals, and leadership needs, ensuring that the candidates we present are not only highly qualified but also the perfect fit for your organizational vision. We conduct a highly thorough and methodical recruitment process. From in-depth interviews and psychometric testing to comprehensive reference and background checks, we ensure that each candidate we present has been carefully evaluated for their leadership abilities, strategic thinking, and overall suitability for your organization.
Meeting with the client (organization) to understand their strategic goals, business needs, company culture, and leadership requirements for the position.
Developing a recruitment strategy and timeline based on the requirements. Identifying key industries, competitors, and talent pools where potential candidates might be found
Creating a detailed executive job description, outlining skills, experience, education, and personal attributes needed. Finalize compensation package and other terms (e.g., relocation support, benefits)
Researching relevant industries, competitors, and top-performing companies that are likely to have candidates who fit the criteria
Identifying and compile a list of potential candidates who fit the job profile. Use a variety of methods like databases, networking, social media (LinkedIn), and direct outreach
Building an initial long list of potential candidates who are a good fit based on the job description and research. This step may involve extensive outreach and engagement with passive candidates who aren’t actively looking for new opportunities.
Engaging with potential candidates through phone calls, emails, or networking events. Present the opportunity and gauge interest.
Conducting in-depth screening interviews to evaluate the candidate’s experience, skills, leadership style, cultural fit, and motivation for considering the role.
Assessing candidates’ alignment with the client’s needs and organizational culture.
Narrow down the list to a smaller group of highly qualified candidates.
Organizing in-depth interviews with shortlisted candidates. This may involve multiple rounds, with both the search firm and the client conducting interviews.
Assessing candidates on their strategic thinking, leadership abilities, decision-making, and experience handling complex situations. Some firms may also use psychometric testing or other personality assessments for further evaluation.
The search firm works closely with the client to evaluate whether candidates meet their leadership criteria and expectations.
Final shortlisting of candidates and presentation to the client. Sending candidate proposals.
Coordinating and facilitating interviews between the client and the final candidates. Providing support in organizing schedules, interview formats, and candidate preparation.
Performing thorough reference checks, contacting former employers, colleagues, and other relevant contacts to validate the candidate’s professional background and performance.
Conducting background checks (e.g., criminal records, financial stability, education verification, etc.) to ensure the candidate’s credibility and suitability.
Presenting the results of reference and background checks to the client, assisting in the final decision-making process.
Collaborating with the client to finalize the offer details, including salary, benefits, and any other contractual agreements.
Acting as an intermediary during the negotiation process to ensure both parties are aligned on terms. This may include negotiating salary, equity, bonuses, or other perks.
Once the candidate accepts the offer, communication of the agreement and confirming timelines for the transition.
Coordinating with the client’s HR or leadership team to ensure smooth onboarding and integration of the new executive into the organization.
Checking in regularly with the client and the new hire to monitor the progress of the onboarding process and address any concerns.
Gathering feedback from both the client and the candidate after a few months to assess the fit, performance, and any adjustments needed.
