Our approach
Talent search, attraction and selection processes are the foundation of our business.
We focus on gaining an in-depth understanding of each organisation’s needs to ensure that the people selected contribute effectively to its strategic objectives. We develop a comprehensive and rigorous process to identify the professionals who will generate the greatest impact, considering not only their technical competencies but also their style, motivations, adaptability and development potential.
We support our clients at every stage, combining experience, market knowledge and a thorough assessment of talent, always aligned with the context and requirements of the position.
Our commitment is to provide a solid, well-founded recommendation that facilitates decision-making and contributes to the success of the organisation and its people.
Methodology
Our core methodology is flexible and tailored to support the particular needs and objectives of each client.
Understanding the requirement
The first step is to hold a conversation with the direct line manager, the human capital area, and any other stakeholders relevant to the hiring decision.
To ensure a good outcome in a selection process, we seek a clear understanding of the complexities and particularities of the position, as well as of the cultural environment in which it operates, the associated challenges and the line manager’s expectations. This includes understanding the required technical and personal competencies, as well as the professional’s potential progression within the organisation.
Market exploration and talent identification
We define the search strategy and carry out a thorough market review to identify potential candidates of interest, for which we use our well-populated database, our extensive network of industry contacts, and other social and professional networks.
Potential candidates are contacted by a Consultant or Analyst to update their background information, explore their competencies and preliminary fit with the role’s requirements, as well as to assess their possible interest and motivation to take part in the process.
Candidate selection
The pool of potential candidates is analysed to define a preliminary list of those most suited to the specific role and the particular organisation, who then undergo a second, in-depth interview conducted by a Senior Consultant.
As a result, we draw up a Long List of candidates who, in our judgement, fit well with the required profile, both technically and culturally, and whom we consider worth discussing with the client. This discussion allows us to gather feedback on the process and jointly refine a Short List of candidates who will be considered for interviews on the client’s part.
Client interviews
Once the client has conducted interviews, we request their feedback to properly guide the following stages of the process and ensure that we proceed with the profiles that best fit their needs, as well as to gather any additional information they may require.
The aim is to jointly determine which candidates will move forward to the Short List and to complete our assessment of them.
In parallel, the client may continue with additional interviews as they see fit, allowing for a flexible process aligned with their internal selection criteria.
Comprehensive competency assessment
We deepen the assessment of shortlisted candidates through a competency-based interview conducted by a Senior Psychologist, and carry out reference checks and psychometric tests, which allow us to validate the consistency of the information and support our conclusions. If the client wishes to incorporate additional assessment tools, we can integrate them.
Finally, we consolidate our assessment into an individual Confidential Report for each finalist, with a clear and well-founded appraisal of their fit for the position.
Hiring and follow-Up
We provide support through our experience and market knowledge, facilitating a transparent negotiation aligned with current practices.
We support the finalist throughout their transition, and once the offer is accepted, we formally close the process by informing the other candidates.
In addition, we carry out post-hiring follow-up to ensure the candidate is properly integrated into the organisation.
