Executive Search & Advisory

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Your Global Partner in Excellence, for domestic and international hiring!

The Functional Expertise:

1. Leadership Roles

2. Senior Executives

3. Marketing, Sales, Customer Acquisition & Business Development

4. Operations

5. HR

6. Finance & Investment Bankers

7. Purchase, Logistics & Supply Chain

8. Doctors, Nurses, Medical Professionals

9. Education, Coaching

10. Scientists, Research & Developments.

Our Industry Partners, worldwide.

The Industry Expertise:

1. IT Industry

2. ITES & Ecommerce

3. Hospitality & Tourism Sector

4. Food, Beverages, Dairy and Agriculture sector:

5. Pharmaceuticals

6. Healthcare

7. Cosmetics

8. Chemicals

9. FMCG (Fast Moving Consumer Goods)

10. Realty

11. Infra-Projects: Energy, Mining, Manufacturing, Airports, Dams, Highways, Railways, Ports & Shipping

12. Banking, Insurance & Financial Services:

13. Engineering & Capital Goods

14. Automobiles

15. Electronics & Telecommunication

16. Apparels

17. Gems & Jewellery

18. Media

19. Education, Scientists, Research & Developments.

20. Hiring Project Consultants for niche requirements

21. Campus Recruitment

Hiring Process:

Recruitment, Salary & Perks Negotiations, Hiring, and Onboarding Process for Executive Positions

Recruiting, hiring, and onboarding for executive positions requires a tailored approach that reflects the seniority of the role and the strategic objectives of the organization. Here’s a detailed breakdown of the steps involved in the process, including recruitment, salary negotiations, perks, hiring, and onboarding:

1. Recruitment Process for Executive Positions

a. Job Specification & Role Definition:

• Clarity of Expectations: Define the strategic goals and responsibilities of the executive role. This should align with the company’s vision, culture, and long-term objectives.

• Key Responsibilities & Accountabilities: Clearly outline the scope of the role, including decision-making authority, leadership expectations, and key performance indicators (KPIs).

• Skills & Experience: Identify the specific skills, expertise, and leadership experience needed. Often, executive roles require both functional expertise (e.g., finance, marketing, operations) and leadership qualities (e.g., strategic vision, team-building, adaptability).

• Cultural Fit: Understand how the executive will fit within the company’s culture. Cultural alignment is critical for long-term success.

b. Sourcing Candidates:

• Internal vs External: For senior roles, it’s often beneficial to look internally before broadening the search externally. Internal promotions may encourage morale and retention.

• Headhunters & Executive Search Firms: Use reputable search firms for high-level positions, especially if a niche skill set or industry expertise is required.

• Networking & Referrals: Executives often come from professional networks or referrals, so networking should be a key part of the recruitment strategy.

c. Screening & Shortlisting:

• Initial Screening: HR or recruiters conduct initial screenings based on qualifications, experience, and alignment with the role.

• Interviews: Structured interviews should focus on competency-based questions, leadership capabilities, past achievements, strategic thinking, and alignment with organizational values.

• Assessment Tools: Use psychometric tests, leadership assessments, or 360-degree feedback to evaluate candidate fit from a behavioural and personality perspective.

2. Salary & Perks Negotiations for Executive Positions

a. Market Research:

• Salary Benchmarks: Research market rates for similar executive positions within the industry, region, and company size. Utilize salary surveys, compensation databases, and external compensation consultants.

• Competitor Analysis: Understand what competitors are offering to their top executives to ensure your offer is competitive.

• Company’s Financial Position: Consider the company's financial health and compensation philosophy when making offers. For example, startups may offer equity and growth potential, while established companies may provide more traditional benefits.

b. Salary Components:

• Base Salary: The guaranteed annual income, typically a significant figure at the executive level.

• Annual Bonus/Performance-Based Incentives: Bonuses based on personal, departmental, or organizational performance (e.g., revenue targets, profit growth).

• Equity/Stock Options: For C-suite roles, stock options, and equity packages can be a significant part of compensation, especially in start-ups and high-growth companies. This incentivizes long-term commitment and aligns the executive’s success with the company’s success.

• Benefits & Retirement Plans: Executive benefit packages can include health insurance, life insurance, pension plans, and retirement savings options (e.g., 401(k) matching, deferred compensation).

• Perks: Perks could include executive health programs, personal security services, travel allowances, vehicle stipends, club memberships, and access to personal assistants.

• Severance Agreements & Golden Parachutes: Senior executives often negotiate severance terms, which may include a lump-sum pay-out or continued salary if they are terminated without cause.

c. Negotiation Tactics:

• Flexibility & Transparency: Be ready for negotiation on both salary and perks. Ensure the candidate understands the structure of the offer and how performance is measured.

• Tailored Packages: Consider the individual preferences of the executive candidate (e.g., a focus on work-life balance may lead to greater emphasis on flexible hours or wellness programs).

• Non-Monetary Negotiations: In some cases, perks such as additional vacation time, flexible work arrangements, or the ability to choose a specific office location might be attractive to a candidate.

3. Screening Process for Executive Positions

a. Final Interviews:

• Board Involvement: For top-level roles, such as a CEO, the board of directors should be involved in the interview process to ensure alignment with organizational goals.

• Cultural Fit & Vision Alignment: The final round of interviews often focuses on assessing the cultural fit, leadership style, and how the candidate's vision aligns with the company’s strategy.

• Scenario-Based Evaluation: Senior executives should be tested with real-world scenarios that challenge their decision-making, crisis management, and problem-solving abilities.

b. Background Checks & References:

• Comprehensive Background Check: Thorough checks on education, previous employment, criminal record, credit history, and potential conflicts of interest are essential for executive candidates.

• Reference Checks: These should include speaking with former bosses, peers, and direct reports to assess the candidate’s leadership style, achievements, and weaknesses.

c. Offer and Negotiation:

• Once the final candidate is identified, present the offer in a formal manner, ensuring the candidate understands the details of the compensation package.

• Be prepared for multiple rounds of negotiation, especially if the offer is being compared to other opportunities the executive may have.

4. Onboarding Process for Executive Positions

a. Pre-Onboarding Preparation:

• Welcome Package: Prepare an executive-level welcome package, which may include an organizational chart, key company documents (e.g., mission, vision, strategic plans), and other essential materials.

• Introductory Meetings: Schedule meetings with key stakeholders (board members, senior management, department heads) to help the executive get acquainted with their team and colleagues.

b. Structured Onboarding Plan:

• First 30 Days:

  • Introduction to Culture and Values: Deep dive into the organization’s culture, values, and leadership expectations.

  • Meetings with Leadership: Meet individually with other executives to understand their priorities, challenges, and visions for the company.

  • Business Review: Review key business metrics, financial health, product/service offerings, and competitive positioning.

• 60-90 Days:

  • Strategic Alignment: Define the short-term and long-term goals and discuss strategic alignment with other executives.

  • Department/Team Overview: Spend time with direct reports and key teams to understand internal dynamics, operations, and opportunities.

  • Stakeholder Management: Meet with external stakeholders, including investors, partners, and key customers.

c. Continuous Support and Feedback:

• Mentorship & Coaching: Ongoing leadership coaching and mentoring programs can be valuable to support the executive’s transition into their new role.

• Regular Check-ins: HR, the CEO, or the board should have regular check-ins to assess the executive’s adjustment, performance, and any additional support needed.

d. Evaluating Success:

• Performance Metrics: Establish clear KPIs and deliverables that can be assessed after the first 6-12 months.

• Feedback Loops: Regular feedback from peers, team members, and stakeholders to ensure the executive is effectively leading the organization.

Conclusion

The process of recruiting and hiring for executive positions is a high-stakes endeavor that requires careful planning, clear communication, and flexibility. The offer should be comprehensive and attractive to top-tier candidates, while the onboarding process must be thorough to ensure long-term success.