Executive Search & Leadership Performance Program
Executive search and beyond
Four steps to maximal value for our clients and candidates
Chief’s Executive Search process reaches beyond standard premium executive search.
Based on our research on the clients’ and candidates’ needs and the executive recruitment and headhunting services on the market, we have redesigned all parts of the process to maximise value to our clients and candidates.
STEP 2
Thorough Search
STEP 3
Assessment & Selection
1 Analysis and documentation
Chief conducts a thorough analysis of your business with extensive stakeholder interviews complemented with public and private data.
In order to find a leader who drives the change, we strive for a deep understanding of your business goals. What are the fundamental expectations of the owners and the board? What are the changes the new leader is expected to make? What is valued in the company culture, and what’s not encouraged?
Individualized analysis and our thorough understanding and experience in strong leadership roles is a combination that creates a foundation for a successful process.
When we understand your company mission, strategy, clients and value creation, it's time to raise the interest of attractive candidates. Chief has its own competence models for the most common leadership roles, including the CEO, CFO, COO, CHRO, CMO, CSO, CIO, Board Chair, and Board members.
In addition to individual requirements, we pay attention to building high-performing teams through increased diversity. The analysis process is documented in the Executive Search Brief which lays out the search strategy and defines a profile of the desired leader.
2 Thorough search
We identify the most relevant people on the chosen target market and raise their interest.
The candidate market mapping proceeds from identifying industries, to selecting target companies within the chosen industries, and finally reaching the most relevant individual in each target company.
The most interesting candidates from diverse backgrounds are reached out confidentially by us. Finally, we'll present you with a list of the best matching recommended candidates, based on Chief’s thorough pre-interview and scoring against performance criteria.
Our process is designed to maximize relevant information and see if the expectations match on both sides of the table.
Your desired future results guide our every step – sometimes an ’ideal candidate’ can be something else than we intuitively think. Meeting a few candidates who are not identical ’usual suspects’ also helps to define what kind of leader is the right fit for the next phase of the company.
3 Assessment and Selection
For Chief, assessing leadership is a dialogical and transparent process from the beginning to the end, utilising mixed methods.
Our goal is that each assessment meeting helps the candidate in developing into a better leader, no matter the outcome of the search and selection process.
All necessary information about the company is shared transparently during the process. We invite each candidate to a self-reflective process on their strengths and gaps in prospering at the desired position.
After a semi-structured executive assessment interview, candidates always receive immediate feedback and reflection on how we see their strengths and fit to the role. In addition, candidates get direct access to all test results they have generated throughout the process.
For our clients, we always give a clear recommendation on the selection. We only recommend candidates we would employ ourselves if we were in our clients’ shoes. We back up our recommendation with 6-month full guarantee.
Chief utilizes assessment tools provided by Talogy
Our leadership evaluation usually includes the Personality and Preference Inventory, Emotional Intelligence Profile, and General Ability tests.
Talogy is a global partner in personalized talent management and assessment tools and solutions. Talogy applies scientific insight to design and delivers outstanding talent assessment methods, tools, and solutions.
4 Leadership Performance Program
Leadership Performance Program (LPP), designed and invented by Chief, is a holistic selection of support methods designed to accelerate the role transition. LPP optimizes the performance of a new executive in a new role in a demanding leadership environment.
The program includes:
Setting SMART goals for the first 3 , 6 and 12 months
Sharing research-based advice regarding best practices for a successful leadership role transition
Supporting new leader in preparing a solid action plan for their first 100 days
Executive coaching following the ICF standards for the first 6–12 months to support reaching the set targets
Collecting 360 feedback on the new executive at 6–9 months
We help to unlock the potential and accelerate leaders to their next level of performance – during and after the crucial onboarding phase.