We see work with our clients as a partnership, where we become our client’s representative and through our understanding of your needs, we present candidates that are pre-screened to these needs. The candidates presented to you are from your industry, have experience in a similar company culture and are technically qualified to perform the position.

Process, conditions and general approach

  1. Process
First, we obtain detailed knowledge of your organisation and culture. We make sure we understand your current organizational priorities and business climate as well as the competitive environment.

We work closely with you to develop a profile of your ideal senior executive: this profile includes not only a detailed position description but also an analysis of the personal characteristics and attributes necessary for success in your corporate environment. We have extensive discussions with the different stakeholders for the project, to make sure we get all the relevant information both on job content and company culture. We document all of this information in a detailed proposal – specification document, which accurately captures the details of both the position and the candidate sought.

Once we’ve agreed on the position requirements, we begin the search process by identifying appropriate industries and functions were we expect to locate individuals with the required skills and experience. Our sourcing methods include direct recruiting, database consultation, networking, and, occasionally career advertising. Interested candidates are evaluated and assessed for overall appropriateness and fit. We contact around 50 sources and potential candidates for each position. Our search goes through organizations across Europe in the target sectors and we provide clients with a list of organizations we contacted as part of our regular reporting schedule.

In a search process, it is essential to work closely with the client at every stage of the assignment.  Therefore, in addition to keeping our client informed of major developments, we schedule a progress meeting at which we discuss the profiles of potential candidates that we have identified. This enables the research strategy to remain focused and ensures us that we are continuing the search in the right direction.

Each candidate is personally interviewed to appraise how he or she matches the approved profile. In this phase, we analyse in depth the candidate’s experience, personality and professional goals for the future and assess whether there is a match with your organization and the expectations for the position.

We present a confidential report for each of the final candidates. Once we identify a short list of the top three to five candidates, we provide you with a career history and a detailed interview assessment on each person. Each finalist we present will be, in our opinion, fully capable of carrying out the position’s responsibilities in a superior manner.

Initially meetings between client and candidates can take place either at the client’s site or we can arrange an external venue that is discrete and assures adequate protection of our candidates, until a final mutual decision is agreed.

Upon request, we conduct a comprehensive reference check on the final candidate before an offer is made. When possible, we consult three or more references: subordinates, superiors and peers.

Once the final candidate has been selected, we are available to assist in negotiations and the final offer – our impartial third-party status allows us to facilitate the negotiation process in this sometimes sensitive area.

We keep regular contact with the client and the successful candidate to ensure the transition process goes smoothly and that you are completely satisfied with the new hire. Once the placement is finalized, we will continually be available to support both parties in a successful integration in the organization.

  1. How we work

To provide the highest service levels to our clients, we only work with a few select companies at a time. This allows us to become thoroughly familiar with your company, people, product, work environment and expectations.

We believe our company is an extension of yours. A candidate's first impression of your company often comes from us. Because we genuinely care that we match talented candidates with appropriate employers, we take the necessary time to get to know your specific needs. We only present a candidate to you after we have carefully screened them and determined that there is a good fit.

Off-limits policy:

We ask that clients inform us of any organizations they would prefer us not to contact for a specific project.  We will also not approach any member of a client’s organization in connection with other assignments handled by us, for a period of 2 years from the conclusion of the last project for this client.

  1. Professional Fees

Our approach to professional fees is simple and extremely competitive. Unlike most retained search firms, we do not have high overhead with elaborate offices and furnishings, nor do we need to employ many research assistants to make role descriptions or do the initial research. We know where to look for potential candidates to fill your executive position. As a result, our effectiveness and simplicity is reflected in our fee structure-rates that are highly competitive.

Additional recruitment:

If a client recruits more than one candidate, a professional fee of two-    thirds will be charged for any additional candidate recruited.

Cancellation of assignment:

If for any reason the assignment is cancelled before our fees have been billed in full, then fees and variable expenses due up until the day of cancellation are billed on a pro-rata basis.

Replacement guarantee:

In case a successful candidates leaves the organization within a period of 6 months after joining the organization, unless there was a substantial change in the job specification, we commit to replace this candidate without charging any additional fees.

  1. Confidentiality and Integrity

Our mission is to serve our clients and our candidates with integrity and enthusiasm. Discretion and confidentiality are paramount to our business, as is maintaining good and solid relationships.

We are committed to providing candidates the utmost confidentiality throughout the search process. We respect the privacy of our candidates and only Global Talent Search has access to resumes and related material submitted.

For our client, we identify the company name, together with a detailed description of the activities unless we are asked to keep extreme discretion towards potential candidates. However, as we work through specific sectors, we do point out the potential candidates may be able to deduce the name and activities from our client; irrespective of precautions we might take.

  1. Timing and start date

A search process takes 6 to 8 weeks up to the presentation of a shortlist. We report on a weekly basis and will provide written reports during the key stages in the process.  

Depending on the nature of the search, we will try to shorten the search process to a minimum and in case we come across exceptionally strong candidates in the early stages, we may decide to immediately put them forward to meet our client.

We start a search the day after receiving formal approval of the proposal and specifications for a specific project. Confirmation of approval should be sent to  admin@gtsearch.eu or by fax: +32 9 328 85 75, including project number, name of the organisation, address and VAT number of the entity this project should be billed to.