Senior Executives Search & Leadership Advisors

Global Executive Network

Apply today for Senior level, Global Openings:

1. Information Technology (IT)

Key Senior Management Roles:

Chief Information Officer (CIO)
Chief Technology Officer (CTO)
IT Director
VP of Engineering
Head of IT Infrastructure
Chief Security Officer (CSO)

Skills and Experience Sought:

Technical Expertise: Strong background in software development, systems architecture, cloud technologies, cybersecurity, and IT infrastructure.
Leadership: Ability to manage and scale large, diverse teams. Experience with cross-functional collaboration.
Strategic Thinking: Visionary thinking, particularly with regard to emerging technologies like AI, machine learning, blockchain, etc.
Business Acumen: Understanding how IT can drive business growth and efficiency. Managing budgets, ROI analysis, and vendor relationships.
Change Management: Ability to lead digital transformations and organizational changes.

Recruitment Process:

Talent Sourcing: Leverage specialized IT recruitment platforms (e.g., TechCareers, LinkedIn). Engage with headhunting firms specializing in tech leadership.
Behavioral and Technical Interviews: Assess technical know-how along with leadership capabilities. Use case studies or technical problem-solving scenarios.
Cultural Fit: Assess whether candidates align with the organization’s tech culture, innovation strategies, and team dynamics.
Reference Checks: Validate past leadership accomplishments, especially in terms of tech strategy and project delivery.

Recruiting senior management for roles in IT, Data Science, SAP, Fintech, and AI requires a strategic approach, as these positions demand highly specialized skills, experience, and leadership abilities. Here’s a breakdown of how you could approach staffing for these roles:

Specialisation Roles

Each senior management role should have a clearly defined scope that aligns with the company’s strategic objectives. Common roles might include:

Chief Information Officer (CIO) / Chief Technology Officer (CTO) for IT
Data Science Director / VP of Data Science for Data Science
SAP Director / Senior SAP Manager for SAP-specific roles
Chief Innovation Officer (CIO) / Chief Strategy Officer (CSO) for Fintech
AI Director / VP of AI for AI leadership

Key components to define in the job description:

Scope of responsibilities (leadership, strategy, execution, etc.)
Team size and collaboration (how they will work with other departments or global teams)
Required expertise (specific technologies, project management skills, etc.)
Industry experience (specific to Fintech, SAP, etc.)
Soft skills (leadership, communication, strategic thinking, etc.)

Identify Key Skill Sets & Competencies

For each role, you need to identify the core competencies and skill sets that are necessary. Here are some general skills for each category:

IT Leadership (CIO/CTO):
- Enterprise IT strategy, digital transformation, cybersecurity, cloud infrastructure
- Leadership in large-scale IT projects and multi-disciplinary teams
- Budget management, vendor relations, and contract negotiation
- Experience with emerging tech (e.g., IoT, blockchain)
Data Science (Director/VP):
- Deep knowledge of machine learning, AI, big data, and predictive analytics
- Proficiency with statistical tools and languages like Python, R, SQL, TensorFlow, etc.
- Ability to drive business strategy with data insights
- Cross-functional collaboration (working with engineering, product, marketing)
SAP Leadership:
- Expertise in SAP modules (S/4HANA, ECC, Fiori, etc.)
- End-to-end SAP implementation and migration experience
- Ability to drive SAP digital transformation initiatives
- Experience with SAP cloud-based solutions and enterprise architecture
Fintech (CIO/CSO):
- Knowledge of financial regulations and fintech innovations (blockchain, cryptocurrency, digital payments)
- Strong understanding of financial products and markets
- Experience in startup or growth-stage environments, with an ability to scale tech products
- Investor relations and fundraising expertise, if applicable
AI Leadership:
- Expertise in AI technologies (e.g., natural language processing, computer vision)
- Proven ability to lead AI/ML product development from ideation to deployment
- Strong understanding of AI ethics and regulatory considerations
- Experience in AI-driven revenue generation models (e.g., SaaS, enterprise AI solutions)

Recruitment Channels

To attract senior-level candidates, utilize a combination of the following recruitment channels:

Executive Search Firms: Specialized in placing senior executives in IT, Data Science, AI, SAP, and Fintech. Firms like Korn Ferry, Heidrick & Struggles, and Russell Reynolds are strong players.
LinkedIn: Use advanced search filters to target candidates by experience, skills, and previous roles. Engage with passive candidates through personalized outreach.
Industry-Specific Conferences & Networking Events: Attend or sponsor events in Fintech, AI, SAP, or Data Science to network with potential candidates.
Professional Networks: Engage with industry leaders through alumni networks, professional associations (e.g., Data Science Society, Fintech Circle), or technical forums.
Job Boards: For a more active search, use niche job boards (e.g., Stack Overflow for IT roles, AngelList for Fintech, Kaggle for Data Science).
Referrals: Leverage current employees, partners, and clients who may know highly qualified candidates.

Selection Process

The selection process for senior management should involve multiple stages to ensure the candidates meet the technical, strategic, and cultural fit required:

Initial Screening: Through interviews or psychometric testing to evaluate leadership, problem-solving abilities, and domain-specific knowledge.
Assessment Centers: These can simulate real-world challenges that candidates may face in the role, such as leading a tech transformation project, managing teams, or solving complex AI/data problems.
Technical Interviews: Senior leaders in IT, Data Science, SAP, etc., should assess the candidate’s depth of technical expertise.
Executive Interviews: Focus on leadership skills, cultural fit, communication, and vision alignment with the company.
References & Background Checks: These are critical at the senior level to verify career trajectory, previous performance, and leadership capabilities.

Cultural Fit & Alignment

Senior leaders must align with your company’s mission, vision, and values. Look for candidates who:

Have experience in similar organizational cultures (startups, enterprise-scale, global teams)
Demonstrate adaptability, vision, and long-term strategy development
Prioritize team development, mentorship, and nurturing talent

Offer and Negotiation

Compensation: Senior management salaries are highly competitive and often include base salary, bonuses, stock options, and benefits packages. It's critical to have a competitive offer in line with industry standards.
Onboarding: Ensure the onboarding process includes in-depth introduction to key stakeholders, understanding company culture, and getting up to speed with ongoing projects.

Retention

Once you have secured top talent, focus on long-term retention through:

Career Development: Provide continuous learning and leadership development opportunities.
Incentives: Equity and profit-sharing options can be appealing at the senior level.
Work-Life Balance: Senior leaders are expected to work hard, but offering flexibility and support for personal well-being is key.

Would you like more details on any specific area, such as assessment methods, sourcing strategies, or particular technologies for one of these domains?

2. Airlines, Hospitality & Tourism

Key Senior Management Roles:

Pilots & Captains,
General Manager (GM)
Director of Operations
VP of Sales and Marketing
Regional Manager
Head of Guest Services
Chief Marketing Officer (CMO)

Skills and Experience Sought:

Operational Excellence: Proven track record of managing day-to-day operations, including guest satisfaction, staff management, and service quality.
Customer-Centric Leadership: Strong focus on customer experience and hospitality excellence.
Revenue and Profit Growth: Ability to increase revenue streams, manage budgets, and implement cost-control measures.
Crisis Management: Especially important in hospitality, where a senior leader may need to manage disruptions (e.g., guest complaints, regulatory issues, or operational crises).
Team Development: Ability to mentor and develop both front-line staff and senior managers.

Recruitment Process:

Industry Networks: Utilize niche hospitality recruitment agencies (e.g., HCareers, Hospitality Online). Rely on industry events and networking.
Personality Assessments: Leadership roles in hospitality demand emotional intelligence, so incorporate psychometric assessments.
Scenario-Based Interviews: Pose situational questions regarding guest service, crisis management, and staff development.
Track Record of Excellence: A portfolio of previous property management, guest services, or multi-location responsibilities is essential.

3. Pharma & Healthcare

Key Senior Management Roles:

Chief Executive Officer (CEO)
Chief Operating Officer (COO)
Chief Medical Officer (CMO)
Directors
Scientists
Healthcare IT Director
Vice President of Patient Services

Skills and Experience Sought:

Healthcare Knowledge: Deep understanding of healthcare regulations, compliance (e.g., HIPAA, JCAHO), and medical practice management.
Leadership in a Complex Environment: Ability to lead multidisciplinary teams, integrate clinical and administrative functions, and oversee high-pressure environments.
Strategic Decision-Making: Proven expertise in shaping healthcare delivery models, managing large-scale projects, and driving efficiency while improving patient outcomes.
Financial Acumen: Budget management and cost control in healthcare settings, especially with regard to reimbursement models, insurance, and patient billing.
Innovation and Technology Integration: Leadership in implementing new healthcare technologies, electronic health records (EHR), telemedicine, and AI for diagnostics or patient care.

Recruitment Process:

Executive Search Firms: Engage with specialized executive search firms that focus on healthcare leadership (e.g., Korn Ferry, WittKieffer).
Healthcare Networks: Leverage professional healthcare associations (e.g., American College of Healthcare Executives, HIMSS).
Ethical Leadership: Evaluate candidates' ethical standards, cultural fit, and passion for patient care and service excellence.
Clinical and Administrative Balance: Candidates should have a balance of clinical expertise and operational leadership, especially in larger institutions or systems.

General Best Practices for All Sectors:

Comprehensive Job Descriptions: Clearly define expectations, both in terms of leadership competencies and sector-specific expertise. This reduces mismatches early in the process.
Diverse Candidate Pool: Ensure that recruitment practices are inclusive, aiming for diverse perspectives that enhance organizational performance.
Background and Cultural Fit: For senior roles, consider the candidate's values, leadership style, and whether they align with the company culture. Leadership assessments or 360-degree feedback tools can be invaluable here.
Succession Planning: Often for senior management roles, organizations look for candidates who can eventually step into even higher roles. Therefore, assessing potential for growth beyond the current job title is important.
Retention Strategies: Senior hires are often the top talent in their field. It’s critical to have clear career progression paths and strong onboarding programs to ensure long-term retention.
Industry-Specific Challenges: Understand the unique pressures of each sector (e.g., IT’s fast pace and need for innovation, hospitality’s emphasis on customer service, and healthcare’s regulatory environment) and look for leaders who can excel in these high-pressure environments.

By leveraging these sector-specific strategies and aligning them with general best practices in executive recruitment, you'll be better positioned to identify and secure top senior management talent across IT, hospitality, and healthcare sectors.