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Executive Search

We will reach out to candidates who work for competitors or in similar businesses. We will check their availability, competences, psychological profile and references.

This methodology helps us reach out to experienced candidates who work in businesses from a similar industry.

Target Search

We tend to choose this methodology when the Client knows who is needed and has identified the relevant business sector. We look for candidates who work in companies designated by our Clients (the methodology is recommended for 15 companies in total).

The strength of this methodology is that it can be implemented speedily.

Use of HHG databases and contact networks

From the pool of individuals in our databases we select candidates who meet the Client’s needs; we have interviews with selected Candidates and provide the Client with dossiers of recommended applicants.

The Offer of HEADHUNTERS GROUP

Reference Check

We check Candidates’ references on 4 levels:

Most recent line manager

Checking the references from the most recent line manager is an important step in the recruitment process or the employee’s assessment. References from the last boss may provide some valuable information about the Candidate’s skills, experience and behaviors. Such information is checked upon the previous consultation with the Candidate, by way of phone conversation. After the interview, we produce a written report for the Client, the future line manager and we share opinions gathered throughout the process. In every reference check we comply with privacy and confidentiality requirements. We ensure that our queries will not violate the candidate’s privacy or cause their discrimination.

Direct report

The vetting of the employee’s references among their direct reports may be a key element in appraising their work and in collecting feedback on their profile. This needs to be done cautiously in order to ensure that fairness and objectivity standards are met. The opinion the employee holds about their boss is extremely useful for several reasons; such views provide managers with feedback regarding their management, competencies and effectiveness in action. Based on those elements, managers can identify the areas which need improvement and rely on their strengths. Please note however that employees’ views of their boss may be highly subjective and therefore various perspectives need to be included and assessed against some other feedback and objective performance indicators.

Coworkers

We request references from coworkers for several reasons. First, it’s about appraising professional aptitudes: coworkers may provide some useful details about the professional skills, capabilities and individual work ethics of the candidate. Their views may help employers assess if the candidate is qualified and fit for the job. Next, we do it to confirm the candidate’s track record: coworkers may confirm and check the candidate's professional experience, scope of duties and achievements. Such vetting adds reliability to the candidate’s statements included in their CV or made during the job interview. Thirdly, references will help assess the quality of teamwork and cooperation: coworkers may provide details on how well the candidate works in a team, communicates with others and contributes to building a better work environment. This is particularly relevant for positions which require strong teamwork and interpersonal skills. Finally, we may gather some behavioural observations: coworkers may provide insights into the candidate's behaviour patterns, their work ethics and attitude. With this information, employers may check if the candidate is a good match in terms of corporate culture, adaptability and aptitude to grow in their workplace.

External Client

References from outside clients may confirm the quality of services or products provided which the Candidate provides. Positive references from satisfied clients may help build trust among prospective contractors. References from clients are the evidence of work performance sourced from outside. They may prove that the candidate does meet the expectations of their partners and is able to deliver an added value. Please note that, to a reasonable extent, the review of references from outside clients may provide some valuable feedback on candidates, their behaviour patterns and their level of commitment to the work at hand.

The advantage behind this method is that you can gather objective opinions on the candidate from the market and therefore mitigate the risk of recruitment failure.

The Offer of HEADHUNTERS GROUP

Market Research

We do market research when we need to check whether the Candidate is ready for a change and verify their track record and expectations. Together with the Client, we define the list of businesses and positions to be covered by our search.

Are they truly interested in changing their job?

If so, what are their motivations?
What are their expectations (including financials) regarding their new job?
When could their start their new job?

During our search, we get information on how the Candidate’s company is organized:

Their reporting lines
Their direct reports
The organization of their own department
Within 3 to 6 weeks (depending on the complexity and the size of the relevant group) you will get the report with research findings, together with our analysis and conclusions

The Price List of Headhunters Group

Price Offer

Recruitment costs vary depending on the selected recruitment method and are based on the annual gross remuneration of the candidate, i.e. are from 20 to 25% of their annual gross salary plus 23% VAT.

Payments are settled in instalments. Every quotation is produced once we have known the needs of the Client and the recruitment method has been selected.

Other services are billed based on an hourly rate.

Cooperation Offer