Because of our direct search approach, Executive Talent ensures the highest success rate for our customers in finding exactly the right people for middle-and upper management positions. We define ourselves as a strong technology-driven organization - yet we recognize that executive searches do not succeed through database research alone.

Procedures
• Pre-search discussion
• Brief to Search
• Research Process begins
• Potential candidate interviews
• Short list of candidates presented to client
• Client interviews
• ET works together with client to ‘close’ the chosen candidate
• Reference check

Quick Response
We respond promptly to retained client’s needs. Your shortlist will be presented to you within 2-4 weeks of our receiving authorization to proceed.

Partnership with Client We work as an integral part of your recruiting team. We start by learning the full details of your organization so as to better understand your corporate culture and to assess the situation from different perspectives. We then work with you in clearly identifying the requirements for the executive vacancies. This prepares us to select suitable candidates through in-depth analysis and extensive research. Once the successful candidate is identified, we work for the client to smooth the appointment process. As an impartial third party with excellent knowledge of market practices and prices, we prevent candidates from “over-pricing” themselves, and at the same time avoid losing the best candidates due to “under offering”.

Technical Assessment
We deliver to you not only English competency and personality assessment, but also a technical skill assessment of candidates in the specific areas of information technology, general management, marketing and sales, finance and accounting and human resources. These assessments are backed up by full technical and/or skills-related interviews.

Performance Guarantee
You will receive a replacement at no cost if the selected candidate resigns or is terminated within four months of appointment. We reserve the right not to reinstate the search when the candidate's departure is the result of the client's action, such as change of title, job content or relocation, reorganization, etc.