Executive Search & Selection
Excellence in the service of results: a structured, strategic and quality-driven process to identify the executive profiles that make a real difference.
A Strategic Approach, Not Simply Recruiting
In today's landscape, characterised by growing market complexity and increasing competition for managerial and executive talent, the search and selection process cannot be treated as a straightforward recruiting exercise. It is, rather, a structured, strategic and quality-driven journey, capable of responding with precision to the most complex organisational requirements.
Our approach is grounded in a methodology of head-hunting and direct search, which is fundamental to identifying profiles genuinely aligned with organisational needs — both in terms of managerial competencies and alignment with the company's cultural framework and growth potential. The activity is activated on a multi-channel basis and involves an in-depth mapping of the relevant market, including the identification of target companies and key competitor organisations.
Throughout this process, the client's contribution is essential: any referrals, indications or prior knowledge are integrated into the search to maximise the effectiveness of the analysis. From the outset, the objective is to ensure both speed and quality: the presentation of a shortlist of candidates aligned with the required profile typically takes place within the first two to three weeks of the assignment being confirmed.
Conducting the Orchestra: Global Vision, Local Attention
International Coordination
In international searches, through orchestral direction from Italy, we harmonise the efforts of our various offices, ensuring strategic coherence and service quality across every market.
This centralised approach makes it possible to combine global vision with local attention, responding precisely to the client's specific requirements across diverse and complex geographical contexts.
The Advantages of the Model
- Strategic coherence across all offices involved
- Consistent service quality at an international level
- A single point of contact for the client
- Integration of local expertise with global vision
- Speed guaranteed even in cross-border searches
- In-depth analytical mapping of international markets
The Operational Model: Integrated Phases
The process unfolds through a sequence of integrated phases, designed to ensure methodological rigour, quality of profiles and the long-term sustainability of the placement.
Each phase is designed to build upon the previous one, ensuring a logical and rigorous progression that moves from understanding the organisational context to identifying the ideal candidate, with maximum operational effectiveness at every stage.
Analysis, Profile and Planning
Analysis of the Organisational Context
We begin with an in-depth analysis of the organisational context, the company's cultural framework, internal dynamics and market positioning strategies. This phase includes the precise definition of the profile sought — both professionally and in terms of values — to ensure an authentic and lasting alignment between the candidate and the organisation.
Defining the Team and Timelines
This is followed by the definition of the project team, the stakeholders involved and the operational approach. A clear plan of timelines and responsibilities is drawn up, ensuring that every party in the process — client-side and consultant-side — has well-defined roles and shared objectives. This structure guarantees operational fluidity and transparency throughout the entire process.
Market Mapping and In-Depth Assessment
Market Mapping
Market mapping is initiated alongside the identification of potential candidates through a targeted analysis of profiles currently in comparable roles or possessing the right growth potential consistent with the position. The multi-channel approach ensures comprehensive coverage of the relevant market, including profiles not actively seeking new opportunities.
Direct Engagement and Assessment
The central phase involves direct and confidential contact with candidates, followed by in-depth individual interviews. The objective is to assess not only professional competencies, but also motivations, expectations, openness to change and growth potential. Each meeting is structured to surface the values dimension and compatibility with the client's organisational context.
Candidate Presentation and Interview Support
Candidates deemed suitable are presented to the client through structured and analytical documentation, including CVs, assessment reports, light assessments, qualitative observations, compensation considerations and strategic reflections on alignment with the organisational context.
CVs and Assessment Reports
Comprehensive and analytical documentation for each candidate presented, with a detailed professional profile.
Light Assessment
Qualitative evaluations covering motivations, expectations and growth potential within the specific context.
Compensation Considerations
Analysis of salary expectations and market benchmarks to support informed decision-making.
Interview Support
Active assistance during the interview phase and in-depth discussion of the profiles presented.
Certified Assessment Tools and Negotiation Support
Certified Assessment Tools
To support the final decision, it is possible to integrate certified assessment tools into the process that explore the candidate's cognitive, behavioural and leadership dimensions. These tools provide the client with an objective, scientifically validated basis for making the final decision with the utmost confidence and clarity, reducing the risk of error in the selection.
Negotiation Support
The process includes full availability to accompany the negotiation phases through to offer acceptance. The consultant supports the client in defining the employment offer, managing negotiations and overcoming any obstacles that might jeopardise a successful conclusion. Practical support that protects the investment made in the search.
Onboarding and Long-Term Follow-Up
The process does not conclude with offer acceptance. Our commitment extends beyond the selection itself, through a structured onboarding support activity that accompanies the candidate's integration into the organisation with continuity and care.
Integration
Active support during the first weeks to facilitate the new manager's operational and relational integration.
Monitoring
Ongoing monitoring of integration through periodic check-ins with both the candidate and the client.
Feedback
Structured collection of feedback from both the organisation and the candidate to identify any areas for improvement.
Sustainability
Assessment of the long-term sustainability of the placement, with attention to overall success and lasting effectiveness.
Process Summary: Nine Phases for Success
An integrated and sequential journey, designed to ensure excellence at every stage of the executive search process.