Executive Search
Overview
As a professional services company operating under Matthew OGAGAVWORIA & Co, We appreciate that the search for the right leadership in a business organization is very important in any organization. Executive Search Services are aimed to help you to find the best candidates for your company to succeed in today’s economy. Whether your requirements are for a visionary CEO, or a strategic CFO or effective senior management executives, we are your answer.
Why Choose Us
We take our job very seriously and that is why we offer a close, full-service executive search service from scratch. Our approach is simple yet powerful What you need is top quality, we scratch the surface and give you the leaders that will take your business to the next level. Our clients benefit from a team that is not only obsessed with the mere task of hiring, but with hiring the right person for your company’s organizational personality, and its current and future objectives.
Related Services to Executive Search Services (Or Industries)
Suite Executive Search
We focus on providing the companies with executive search for upper position like CEO, CFO, COO, and CIO. So, our emphasis is on introducing you to visionaries who will set the right tone for your business’s growth.
Senior Executive Search
When it comes to those rare and vital positions in the upper management, we provide you with the candidates that have appropriate skills, background and leadership potential for your company.
Board of Directors Search
We will make sure that you have access to the competent boards with the right expertise, diversity and experience in the board level. We assist a company to construct a board that provides value, particularly strategic, and monitoring.
Specialized Executive Search
We are aware that some industries involve specialists’ knowledge and services. Regardless of the field our Executive Search Services deals with the recruitment of the executives with the skills & experience that is required in your industry which can be in finance, in healthcare, in technology or in any other industry.
Our Comprehensive Search Process
The process that we use to conduct the executive search, is comprehensive, and for our clients, very much transparent.
We get familiar with your company learning its environment, key and its strategic objectives. This means it is possible to determine the right profile of the executive you require.
Targeted Search
We come up with a list of qualified persons for the vacant positions. We contact both the active and the passive talent pool ensuring that we have a larger pool of candidates to choose from.
Candidate Assessment
During the recruitment process, every candidate has to pass several stages, namely interviews, checking of references, and skill verification. We consider not only their experience but their compatibility with your organization’s culture, and their ability to bring your business forward.
Client Presentation
We offer you a range of options of the best candidates, their resumes, evaluations, and our opinions on them. You will get all the necessary information for you to be able to make a decision.
Interview Coordination and Support
We take full charge of the whole process to make it as seamless as possible for you and the candidates. Anyone in our team is always willing to help in any way regarding scheduling, follow ups or any other assistance you may require.
Offer Negotiation and Onboarding
We also work with the client to make offers, provide support with counteroffers when necessary and to guarantee a smooth transition to the executive’s new position.
Why Our Clients Work with Us
Our clients are always assured of the fact that they are dealing with a company that has their best interest at heart. By providing you with a very understanding of the industry, great service, and sense of duty, we have evolved into the leading executive search provider for organizations seeking to recruit quality and competent leaders.
Problems Or Needs for Executive Search Services
Leadership Gaps
Your company or organization is experiencing a leadership position empty, and you are in desperate need of filling the same. Internal candidates’ promotion is out of the question, and finding the right external applicants proves almost impossible.
Executive Search Services issue and hire top-quality executives efficiently that have little impact on your business.
Underperforming Leadership
Your current leadership team is not giving you the kind of performance that you require for your organization. Again, this may be as a result of poor vision, lack of strategic planning, or inability to foster growth, and all these affect your organization negatively at the top level.
We assist you in identifying and recruiting new talented leaders with the ability to develop new management ideas and effectively manage change in your organization.
Company Growth and Expansion
Your business is growing, you’re expanding to new geographies, or you’re introducing new products and services, which demand seasoned managers to spearhead them.
Our focus is on executive search and recruiting of people capable of addressing growth issues and leveraging on new opportunities for your business growth.
Cultural Misalignment
And even if candidates have great experience and leadership abilities, your company may not be successful with them if they do not share the company’s values. Lack of strategic leadership can result into high turnover, low morale and affect your companies.
Our Executive Search focus on cultural match where we ensure that the placed leaders do not only perform well but also fit in the culture and values of your firm.
Succession Planning Challenges
Management transitions in leadership are one of the toughest activities that an organization has to deal with. Lack of succession plan would always put your organization under pressure.
Industry-Specific Expertise
You work in a narrow industry which means that there will always be a prime issue with recruiting the right people with the right experience and knowledge.
Our team, which consists of professionals who have been working in the industry for many years, knows where to find the exact type of talent that needs to be recruited in order to manage your business in a given niche market.
Easing Employee Recourses in A Challenging Talent Acquisition Process
There are high stakes for attracting and retaining top executive talent and your organization may find it challenging to do so.
Our Executive Search Services involve a targeted workflow for the targeted recruitment, including passive candidates, putting your company in front of top-notch executives.
Need for Innovative Leadership
It is crucial that leaders are receptive to change and can lead change processes in their organizations in a productive manner to cope with the rate of change brought about by technological advancement in the different industries. It might also be the case that traditional approaches to leadership may not longer be adequate for the organization to achieve the objectives set in the course of its development.
We have our primary interest in searching for senior executives that are not only comfortable with the constant changes, but can also be proactive in shaping change for your business, which is crucial in the modern environment.
When your business is experiencing one or more of these issues, securing the professional Executive Search Services means the start of great things for your leadership. We are here to assist you in identifying those leaders that will steer your company to even greater successes.
Pain Points Addressed by Executive Search
This is due to the fact that the recruitment and selection process entails a lot of effort and time in the process of sourcing, sifting, shortlisting and evaluating potential talent within the organization and the external environment in the case of outsourcing, yet it is not always easy to come across such an elite crop of candidates to select from in all areas.
How We Address It
Targeted Sourcing:
This is done strategically in order to contact passive candidates who may be considered to be in the top bracket.
Industry Expertise:
Our team has developed understanding of sectors peculiarities, which confines candidates pool and allows targeting professionals.
Extensive Network:
We tap on extensive connection to source talents that may not easily come out during conventional hiring processes.
Long Recruitment Timelines
It is never easy to find highly capable executives and the process may take longer than needed affecting important business decisions.
How We Address It:
Efficient Process
We also have a very efficient search engine which will enable one to search and place the right candidate within a very short period of time.
Clear Timelines
With regards to the time-line, we always define it at the start of the search process in order to avoid vagueness and to create a solid time-line.
Dedicated Team
The search team is specifically assigned to your assignment, affording an intense scrapping of literature to meet specific time lines.
Ensuring Cultural Fit
To get a person that will meet all the requirements of the job, and the organizational culture and beliefs, can be quite a task.
How We Address It:
Cultural Assessment
We take time to review your organizational culture and what the company cherishes most in the talent who seeks employment with your firm.
Behavioral Interviews
Behavior base interview method helps in evaluating the compatibility between the employees and your organizational culture and temperament.
Fit Metrics
We establish certain parameters of selection which not only covers the qualification aspect of the candidate but also the aspect which will ensure that he or she fits into the organizational culture.
Maintaining Confidentiality
This may be the case of executives or companies, that, for some reason, may not want this process to be exposed to the candidates, employees within the company, or other stakeholders.
How We Address It:
Confidential Outreach
All the processes of candidate reaching out and communicating are performed discreetly for candidates anonymity purposes.
All the data concerning the search, is protected by high standard security measures to ensure its safety.
Non-Disclosure Agreements
As a means of placing legal covenants, we employ Non-competition Covenants or Non-disclosure agreements to experiencing that all the relevant individuals are bound to maintain the utmost confidentiality.
Managing Stakeholder Expectations
A process of integrating the expectations of the different stakeholders of the organization.
How We Address It
Clear Communication
We maintain open lines and make it a point to give status reports that are relevant to different parties.
Expectation Management
We are proactive in engaging with stakeholders to manage their expectations, he or she will be pleased to know that any concerns that he or she may have or any changes that he or she may wish to see done are dealt with promptly.
Feedback Mechanism: As a way of integrating the stakeholder’s feedback at different stages of the search, we incorporate feedback mechanism.
Ensuring a Smooth Transition
Technological transition is relatively easy, but the merging of a new executive can be a tough task and if done wrongly can lower the performance and the morale of the company.
How We Address It
Onboarding Support
We devise an effective onboarding strategy which can enhance the new executive to appreciate organizational culture.
Integration Guidance
We also offer support and advice as the candidate takes his or her new position in order to ensure a perfect fit as a leader.
We revisit the executive on the first months to address problems that may have been noted, and check that the executive is adapting properly.
Addressing Cost Concerns
The cost of Executive Search services may also pose a challenge for the companies since not all searches will produce the ideal candidate.
How We Address It
Transparent Pricing
We give a detailed cost analysis of the services we offer and the prices that we charge so that you have an easy time in choosing what best meets your needs and the pricing structure is understandable and it allows for flexible payment methods.
Value Proposition
The focus is on the quality of the outcome and its sustainability which translates into maximizing the return for the company that has invested in Executive Search services.
Replacement Guarantee
We soften the potential concern of the success of the search with a replacement guarantee signifying that we fully back up our work.
Importance Of Executive Search
Access to Top Talent
Recruiting talented, qualified, experienced, and possessor of the right leadership qualities is always the main goal as it is the key to success.
Why It Matters
Expertise and Experience
It helps organizations to be in a position to have access to a number of qualified candidates who are well fitted for the given slots with enhanced skills in the organizational leadership.
Global Reach
It makes it easier for organizations to secure the best talents without any limitations of the geographical location.
Strategic Fit and Alignment
It is important to note that executives recruited are the leaders of the company, the need to ensure that they are fit for the job as they uphold the organization’s strategic goals, culture, and values.
Why It Matters
Cultural Fit
Executive Search firms analyze fit of the candidate to the organizational culture to determine the fit which assures better performance in future.
Strategic Impact
Recruiting people with leaders that have the vision and direction of the organization’s strategic direction assist in the expansion of the business and achievement of set goals.
Confidentiality and Discretion
Due to the nature of the materials, search process should not be radically publicized in the organization as to avert internal turbulence.
Why It Matters
Discreet Search
The Executive search firms work in a very secretive manner to ensure that the organization and the candidates do not have any cross paths in other organizations in case of a negative outcome.
Sensitive Information
You guarantee that the information concerning the search process is protected against an unauthorized access.
Time Efficiency
Recruitment and talent acquisition of high-profile professionals sometimes entails considerable investment of time and resources. This process is made easier by Executive Search firms to afford time and to reduce the chances of overwhelming the internal teams.
Why It Matters
Efficient Process
Executive Search firms have made the processes and all resources essential for the search and selection to be more efficient.
Focus on Core Activities
The organizations can have more time to work on the strategic objectives and implementation of the strategies while the search firm is in charge of candidate sourcing and screening.
Reduced Risk of Mis-Hires
High cost of making a wrong decision, where the candidate is to be deployed in strategic posts can lead to performance loss in the organization and low morale among the staff.
Why It Matters
Rigorous Assessment
Everyone in Executive Search practice makes dedicated efforts to assess skills, experience, and compatibility and exposure.
Due Diligence
Assessment of applicant’s references and conducting background checks guarantee that the applicants are very competent and of good conduct.
Expertise and Industry Knowledge
This is where Executive Search firms come in because they are blessed with the specialism and knowledge in the industry before you.
Why It Matters
Industry Insight
These firms always have industry knowledge and contacts so they can predict what trends are occurring in the various industries and who has the potential for the executive level jobs.
Best Practices
They use standard and sophisticated methods to come up with the best solution that will suit the organization.
Long-Term Value and ROI
Executive Search services give long-term solution and more value than its cost through securing right leader for the organization.
Why It Matters
Strategic Leadership
The leadership that results from an appropriate selection of the executives means increased organizational performance and development.
Enhanced Performance
Quality of executives also factors into an organization’s efficiency and its ability to innovate and remain competitive they also offer much value.
Support for Organizational Change
Sometimes now and then organizations experience change, restructuring or even expansion and such times call for new leadership that can manage change well.
Why It Matters:
Change Management
Executive Search provides the opportunity to identify talented individuals in order to manage change and lead the organization at the time when it is in a phase of change.
Strategic Alignment
Helps check whether the new leaders have the right attitude to fit the new changes in the organization’s strategies.
Executive Search is a crucial process in talent acquisition in order to enhance on the talent that will take an organization to greater heights. By acquiring professional knowledge, providing confidentiality and making sure that the acquired company would be right for the marriage.
SOLUTIONS WE PREFER FOR EXECUTIVE SEARCH ISSUES.
In-Depth Industry Research
We perform extensive research on the market in order to spot suitable candidates and analyze the talent pools that are relevant to your sector.
Customized Sourcing Strategy
It follows the system that is used by sourcing experts where you develop your plan by identifying companies, networks, and professional associations from which you can get the right talent.
Proactive Outreach
Through our database and use of aggressive recruitment strategies, we search for dormant candidates who may not actively look for job offers but for the right chance to be offered.
No Qualified Candidate Found to Fit the Firm’s Cultures
Organizational Culture Analysis
We identify organizational culture, core-values and working environment of your company.
Behavioral Interviews and Assessments
They engage in behavioral interviews and even have to administer tests that are meant to check whether the right employee matches your company’s culture and character.
Cultural Fit Metrics
We create exact standards and indicators to measure the candidates adaptability.
More Time Is Taken in Recruiting as the Search Continues for the Right Person
Efficient and Organized Search Procedure and Concise and Uncomplicated Time Line
Defined Timelines
It is essential also to set down time lines and time frames to follow.
Regular Progress Updates
We keep coming up with status updates and are always ready to engage in healthy discussions with the client.
Dedicated Search Team
Our separate search team works solely on your assignment that means all efforts and resources are directed towards the search of relevant candidate in given period of time.
Measures to Safeguard the confidentiality of information
Strict Confidentiality Protocols
All communications and interactions with the candidates are conducted, which helps keep both your company and its potential employees anonymous.
Secure Data Handling
We are very on putting measures in place to ensure that the search information are protected.
Non-Disclosure Agreements:
We enter into nondisclosure agreements (NDAs) to ensure that everybody stays bound to confidentiality.
Managing Stakeholder Expectations
When a firm communicates effectively and engages all its stakes when making managerial decisions.
Clear Expectations Setting:
We assist in defining the expectations, goals and objectives to be met during the search so that all the stakeholders are in harmony with each other.
Regular Updates
We report our progress daily and also have meetings Once a week to check on areas of difficulty or changes required.
Feedback Mechanism
We employ a feedback channel to get information, concerns or new requirements from all the major players in the project.
Identifying People with Unique Competencies
Specific Focus of Knowledge and Narrower Angles of Inquiry
This guarantees us of staffs with high specialized knowledge within these specific sectors that enable us carry out the task of targeting and evaluating candidates with specialty.
Focused Search Strategy
We create a targeted approach to generate candidates with key specifications which are necessary for particular positions.
Strategic Partnerships
It is done strategically with the help of professional contacts on the job market to find talents with specific and valuable skills.
Onboarding in general should be done in a way that is smooth and efficient.
Comprehensive Onboarding Support
Onboarding Planning
We help with coming up with a precise plan on how best we will be able to make the new executive’s transition seamless.
Integration Support
We offer advice on how to effectively assimilate into your organization for the new hire with a view of developing good working relationships.
Follow-Up and Feedback
During the first months we schedule review sessions to help to identify any concerns and guarantee a proper integration of the new executive.
Controlling Search Costs and Budget Limitations
Affordability of their services through clear charges to the client.
Clear Pricing Structure
We give a structural method of pricing with appropriate cost estimates and payment methodology.
Value-Driven Approach
Our concentration is on giving the ideal end product that meets your objectives with regard to quality and costs for sustainable returns.
Flexible Terms
We have a flexible payment system that warrants your financial difficulty and allows you to access the services despite your financial might.
Scope Of Work for Executive Search Services
Initial Consultation and needs assessment
Match clients need and set boundaries as efficiently as possible.
Consultation Meeting
Organize a discussion with the major employees to discuss their objective, organizational culture and understand their expectations of the executive.
Position Analysis
Revise the job specification, the qualification required, and the experience needed with keenness.
Client Brief
Create a clear client brief which stipulates the facts to be considered while looking for the candidate, such as organizational culture and leadership traits.
Research and Market Mapping
Discover possible candidates and analyze the talent profiles.
Market Research
Do the research on the possible candidates and the amount of competition one may face while applying for the position.
Talent Mapping
Identify the potential candidates within those industries and organizations which correspond to the given criteria.
Competitive Analysis
Competitor analysis to look at Who they have and let the potential candidates or contacts come to you.
Candidate Sourcing and Outreach
Attract the right talent, the company has to engage the prospective candidates themselves.
Sourcing Strategy
Design specific methods on how to scout for talented employees using sources outside the firm such as employee referrals, advertising, professional organizations, association and other databases.
Direct Outreach
It involves the process of approaching prospects with aim of finding out their interest and their suitability for the given position.
Confidential Approach
Co-ordinate all contacts and recruiters’ communication with the client and all the candidates in complete anonymity.
Candidate Screening and Evaluation
Evaluate the candidate’s competencies, relevance, and preparedness.
Initial Screening
Interviews, that aims to gauge the contender’s skills, experience, and compatibility with the requirements of the position.
Detailed Interviews
Conduct more detailed interviews that focus on the leadership capabilities of the candidate and within that organization and ability to perform the job.
Reference Checks
Invest time in carrying out a comprehensive reference check with a view of verifying a candidate’s history and work performance.
Assessment Tools
Make use of, methods like, psychometric tests and behavioral assessments, for increased effectiveness in the line of determining suitability of candidates.
Presentation of Shortlist
Deliver the clients with a list of those professionals that have been chosen by the experts.
Shortlist Preparation
Assuming that the search has been highly specific you should compile a list of about 5 most suitable candidates that share the stipulated qualities as outlined in the search criteria.
Candidate Profiles
Prepare detailed dossiers for each of the short-listed candidates; this dossier shall contain resume, curriculum vitae, interview notes, assessment reports and feedback from the referees.
Client Interviews and Selection
Co-ordinate by conducting the Interviews and help in the selection of the candidates.
Interview Coordination
To formalize the process, arrange and facilitate the clients interview with the final list of applicants.
Interview Support
Hold specific interviews and make suggestions regarding the question and answer that need to be asked and the ways in which the candidate’s abilities should be evaluated.
Feedback Collection
Collect and recommend the outcome of the interviews with the clients as the basis for decision-making.
Offer Negotiation and Placement
Support the last steps of the candidate’s selection and their further occupation.
Offer Preparation
Support in closing the deal once the company has selected a candidate to offer a job and negotiate and agree on the offer’s terms.
Contract Negotiation
Provide support in Bargaining with the employer in relation to remuneration, perks and any other conditions of employment.
Placement Confirmation
Check the candidate’s acceptance of the offer and complete recruitment process of the candidate.
Onboarding and Integration Support
It is important that the change for the new executive is seamless.
Onboarding Plan
It is essential to create clear onboarding plan that will help the new executive to orient himself in the company.
Integration Support
Ensure that there is proper mentoring of the executive especially in the early stage in order to ensure that they get settled well into the organization.
Follow-Up
It is pertinent to have follow up meetings in order to sort out any problem and to ensure proper integration.
Post-Placement Review
Evaluate the search and placement.
Performance Review
It is recommended to perform an evaluation of the new executive in relation to the company’s work after a given time and evaluate how good they fit into the organization.
Client Feedback
Take feedback from client regarding the search for the candidate and the performance of the candidate.
Continuous Improvement
Solicit feedback to incorporate to future Executive Search projects in case they are necessary.
Methodology For Delivering Executive Search as A Service to Clients
Pre- Planning
Develop the first reconnaissance of the search terms and goals.
Phase 1. Internal Alignment
Ensure internal consistency within our team as to the client’s needs and goals.
Phase 2. Client Needs Assessment
Make sure that you get down to the details of the client’s needs and the goals of the executive search process.
Conduct an initial consultation with the client in order to gain some insight about the corporate culture, the executive management requirements, and business blueprint of the organization.
Some of the documents that should be gathered include organizational charts, strategic plans, and any other internal report which could be of use.
Phase 3. Kick-Off Meeting
Ensure client and researcher expectations, define how the search will occur and agree on the search parameters at the end of the consultation with the client.
Have an official meeting to launch the relationship with the important clients of the particular business.
Define and agree on the candidate profile, for example in terms of the skills and experience level, culture and match and the remuneration packages to be offered.
Identify schedule and process of working, goals for deadlines, and communication plans.
Conduct a review of the search strategy, target industries and companies and the sources of the candidates.
Phase 4. Detailed Role Definition
Although a brief description of the jobs and or duties of the candidate should be well understood and articulated while creating the job description and candidate profile.
It is crucial to ensure that you are on the same page with your client when defining the job description, the components of the job description may include; the detailed duties and tasks of the position, the experience and education needed and leadership competencies.
Learn particular figuring out standards that are easy to implement, particularly that includes key performance indicators and success factors.
Phase 5: Investigate and Shortlist
Market Mapping
Search for suitable candidates from available job pool and referral from colleagues and friends.
Take time to complete a market analysis in order to come up with possible talent sources.
Develop a list of target companies and industries that can be used while searching for talent.
Employ exclusive databases, connections and in-depth market knowledge in order to select promising contenders.
Phase 6. Initial Candidate Outreach
Interact with potential candidates with a view of ascertaining the level of their interest and suitability.
Contacting the identified candidates should be done tactfully and in a professional manner to ensure they do not disclose it to other people.
Identify the opportunity, determine interest level and perform a first round screening.
Make the first shortlist of candidates that may be considered for examination.
Phase 7. Comprehensive Evaluation
Candidates have to be evaluated properly in order to meet the needs of the client.
Face-to-face interviews with subjects based on questions about leadership competencies, expertise, and compatibility.
Phase 8. Shortlist Presentation
Old clients are to be provided with the most qualified candidates for their consideration.
Phase 9. Interview Coordination
Make sure that no untidy situation occurs in between the client and the candidates during the process of an interview.
Organize between the client and the shortlisted candidates for interviewing’s.
Convey information as to how the interview will be conducted, and about the company that they are interviewing from.
Provide brief interviews with clients accompanied by guides and criteria for their evaluation.
Phase 10. Final Selection
Help the client in coming to the right hiring decision that is within the company’s interest.
Get reactions and impressions from the client and the candidates after the interview session is over.
Offer interviews or assessments if needed and required in the documented assessment plan.
Help the client in making the final decision and explain some of the advantages and the weakness of the candidates.
Phase 11. Offer Negotiation
Hire the above candidate for the selected job under some mutually acceptable terms and conditions.
Help the client to prepare the offer with regards to remuneration, benefits and other incentives that come with the offer.
get back to the candidate to agree on the expectations and to ensure that he or she will commit to the agreed goals.
Learn how to professionally and patiently conquer any counter offers or negotiations that may arise.
Phase 12. Onboarding Support
Give the employees proper onboarding allowing them to get acquainted to the company’s integration plan and the expectations that they have to meet.
Have another dialogue with the client and the candidate, especially during the first few months on the job to see if he or she is fitting perfectly well in the organization or whether any issues need to be resolved.
Provide the new leader with extra training or development services in case he or she requires it for the achievement of the goal.
Post -Planning
Employment of ghosts and the use of anonymous email can be considered as a theoretical conceptual, idea in the following:
Post-Placement Review
A post-placement evaluation with the client in order to determine his or her satisfaction level regarding the search process and the performance of the newly placed executive.
Take a survey in order to gauge what they should do in order to conduct better searches in the future.
It is still recommended to offer regular feedbacks and consultations to the new employee in order to help him or her make a continual positive progress.
Ongoing Relationship Management
Keep good relations with the client for business with him in the future.
Always communicate with the client in order to grasp new requirements that would require serving.
Offer current information on current trend in the market, availability of talents, among other factors.
To achieve our goals a major strategic change is necessary as a trusted advisor for the future executives.
Follow-Up
We also track your and the new hires performance closely in the first one or two months so that we can provide the necessary support in the event of any challenges.
Our Engagement Process for Executive Search
Discovery Meeting
It begins by conducting a consultation session where we seek to understand your organization’s dynamics, strengths, areas of concern, and the leadership position you want filled.
Needs Assessment
From the skills, experience, and contact in the process, we determine how well a candidate will meet your company’s demands and culture.
Engagement Agreement
Taking a more formal approach and determine the following search parameters agreed on by both of us.
Proposal Submission
After ascertaining the requirements and needs of the client, we develop a project plan, with the objectives, goals, time frame in which the project will be completed and what will be delivered at every stage.
Agreement Signing
Once you are comfortable with the proposal, we then execute a letter of engagement which spells out details of the project.
Kick-Off Meeting
Setting up the target of the information search is a crucial step We arrange a kick-off meeting where we discuss and agree on the specific goal of information search, the milestones that are expected to be achieved by the end of the activity, and the communication plan to be followed when carrying out the activity.
Identification of Keywords and Development of the Search Strategy
Develop an attractive search technique that corresponds with your individual requirements.
Market Research
We undertake extensive research to get potential candidates and also to understand the talent availability in the market in your industry.
Target List Creation
Creating the target list of companies and sources where one can find ideal candidates, using all contacts and experience that are possessed by the company.
Candidate Profile Development
We adjust the candidate profile towards your specifications.
Candidate Sourcing and Outreach
Recruit, source and select the best talents in the market.
Candidate Sourcing
Our process of finding the candidates starts with our in-house database, other professionals in the same field and market research.
Candidate evaluation and short listing
Present to you with the best qualified candidates for shortlisting.
In-Depth Interviews
We get to know the shortlist which we proceed to ask them questions regarding experience, competencies and fit with your organization.
Assessment Tools
We shall consider giving candidates various tests such as psychometric tests and behavioral tests to help us understand their strengths and weaknesses.
Shortlist Presentation
We took into consideration, and at the bottom of the list you’ll find our choice, interview notes, and quantitative assessment.
Indicates the procedure of choosing the clients to interview.
Help with the preselection’s of candidates and the rendering of interviews while playing a crucial role in the final decision.
Interview Coordination
We help arrange the interviews between you and the short-listed candidates so that both sides will be well-prepared.
Feedback Collection
In between each round of interviews, you get the feedback from the candidates and the interviewing team.
We help you make the final judgment, with relevant recommendations where we have exhaustively ranked each of the candidates.
Provide management and negotiation
Safeguard the candidate of your choice while enshrouding him in legalities that would only be agreeable for the two of you.
Offer Preparation
You need to have an understanding of what is reasonable and standard in your industry for compensation and benefits and with the candidate in mind, we come to an agreement on what will be reasonable and fair to both employer and employee and accept the offer.
Negotiation Support
This is because we oversee the negotiating process so that we can guarantee that both you and the candidate are happy with the particular offer put on the table.
Contract Finalization
We assist in the preparation of the employment contract in its last stage and help in processing all the necessary documents.
On boarding and Integration
Make sure that there are no disruptive transition periods and that the new executive becomes an invaluable addition to company.
Onboarding Support
We assist in the on-boarding exercise to make the new executive familiar with your company’s culture and working environment.
Related Services to Executive Search Services (Or Industries)
Leadership Assessment and Development
Identify and develop strengths and potential of the leaders in their current and future positions.
Leadership Competency Assessments
Our services involve the provision of leadership audits that aims at identifying strengths, weaknesses and opportunities in the leader ship team.
Executive Coaching
They can also allow us to provide the preferred leaders your organization retain with specific sets of knowledge and expertise, useful behavior skills, or performance style changes to enhance career advancement and promote career growth coaching.
Succession Planning
We help in development of sound succession planning such that there is a continuity in the leadership of the organization and the corporation.
Interim Management Solutions and Executive Placement
Lead during change or transition in an experienced manner.
We search for and seek to deploy experienced interim managers who can start and effectively address key positions within an organization at the time of change.
Change Management Support
It is important to define the role of the interim leaders that are professional at managing changes and stabilizing the organizations’ process and their ability to support implementing of the strategies.
Project Leadership
It is our responsibility to make sure that certain projects are implemented accordingly within their project time line and budget.
Board Advisory Services
Enhance your board with consultancy and sound governance advice.
Board Composition Review and Member Search
We will review and assess the characteristics of your board as a way of determining of it has the qualitative manpower that is necessary to achieve the ultimate corporate strategies.
It targets to assist you in finding board members to recruit for more expertise and better board perspectives in your organization.
Governance Consulting
We have an information on corporate governance and we will be able to assist your board in how it should run and how to conform to regulatory standards.
Talent Mapping together with Workforce Planning is significantly different from the conventional headcount-driven approach to workforce management.
Frequently Asked Questions (FAQs)
What is Executive Search?
Executive Search also known as Board Services or Senior Executive Search is the process of recruiting executives, managers, leaders and specialists. As compared to traditional staffing and recruitment where fresh job openings are advertised in the market, Executive Search is far more strategic and proactive, and also selective and intensive during the candidate sourcing and candidate evaluation steps.
In which sectors do you primarily conduct Executive Search?
Our team of specialists will help you recruit the best-of-the-best with the necessary industry experience in your chosen sector.
How much time does the Executive Search take?
Executive Search may take shorter time periods, but the time may range from between three months to one year depending on the details of the position and the industry. We always establish a rapport with the clients and assist them to set realistic time frames to conduct the search in the most efficient manner.
What strategy do you use in order to secure the most appropriate candidate for our organization?
It involves; appreciation of organizational culture and strategic direction, administrative research on likely candidates, competitive selection process that involves interviews and assessment, and communication during the process. Our objective is not only to come up with a candidate to fill the position but a visionary for your organization.
What measures do you take to guarantee the non-disclosure throughout the Executives Search?
Executive Search process is highly confidential and corporations our top priority. We remain very much concerned about the privacy of our clients and all the candidates whom we interview. As for the confidentiality of the information the communications are strictly professional and the information within is shared based on the need-to-know principle. We also make sure that any contact we have with the candidates is also done discreetly and we protect the interests of your business.
What is the fee of your Executive Search solutions?
The most common fee model that we apply is that based on percentage the first-year total remuneration package of the successfully placed candidate, comprising of basic pay and other incentives. The specific percentage and the payment plan is agreed in a proposal depending on the degree and nature of the search. Our value is in helping you get the best leader that will take your organization to the next level.
How do I deal with the consequences if the candidate that I have hired turns out to be a bad fit?
We guarantee replacement for work that does not meet the highest standards. Sometimes you may just want to conduct your search again if the placed candidate leaves the position within the agreed period say 6 to 12 months and if that is the case, we shall do so at no extra cost to you. Such guarantee helps to emphasize our company’s dedication to your success and providing the best fit for your organization.
How much responsibility will be assigned to us during the process of the search?
It might also involve participation in formulation of search parameters, screening of the shortlisted candidates and even participation in the interviews. We keep you posted in terms of progress and maintain transparency in the process to keep you comfortable with the progress made.
Can you offer any help in regard to the on boarding and subsequent integration in the company?
The on boarding and integration is a part of our service offerings under the Executive search solution. The prime objective that sets us out is to see to it that the new executive settles in well, in your organization. The transition of the executive to the company can be a stressful time, we assist in the formulation of appropriate on boarding procedures and the setting up of the initial meetings necessary, together with the follow up meetings that may be required, as an aid for the new executive and your team.
In Matthew OGAGAVWORIA & Co what sets the Executive Search firm apart from the rest?
Some of the competitive advantages that we offer are a high level of personalization, an experienced team, and focus on clients’ needs. An effective job matching is done to understand your requirements and give you more than a mere personnel to fill a post; we want to provide you with leaders who will take your organization to the next level. This coupled with our transparent process, confidentiality and post-placement support that makes our dedication excellence in Executive Search evident.
Testimonials From Clients Who Used Our Executive Search Services
Jane O. is the CEO of Tech Innovate Solutions
It was such a delight working with Matthew OGAGWORIA & Co for our executive search needs. The team fully understood the Tech niche we were looking to fill and they had a wide net of candidates to pull from – excepting the right type of candidate that has all the qualities we jotted down. The team was very professional, proactive and diligent. The executive they sourced for us and exceeded our expectation, we are very happy.
He is Mark R. who is currently holding the position of Managing Director in the Company Green Energy Corp
Matthew OGAGAVWORIA & Co went above and beyond our expectations throughout the whole process. From consulting to the final placement, the team showed professionalism in terms of corporate culture appreciation. they helped us in narrowing down the candidate’s pool of highly qualified candidates and their assistance during interviews and decisions stages was incredibly useful. There were changes in leadership team and productivity based on the executive which Matthew OGAGAVWORIA & Co placed for us.
Linda T, A HR Director of Global Finance Ltd
I found Matthew OGAGAVWORIA & Co during my executive search to be efficient and professional. They took time to understand our specific need probably due to the technical nature of our business and got us a list of candidates who were technically qualified but also fit into the system and culture that we provided. The executive that was placed has become one of our key leaders and the implementation of our strategic plans are concerned. The whole process was smooth to handle
David. Ali appointed and hold executive positions in their respective organizations or Company ; David L. or Mr. David L. is the Chairman of HealthCare Innovations.
Matthew OGAGAVWORIA & Co was very professional throughout the process of collaborating with him and his team of professionals, doing research and presenting very qualified and well-experienced applicants for the executive position in our organization.
Sarah M. Is the current Chief Operating Officer at Retail Dynamics.
We engaged their services as a team of Matthew OGAGAVWORIA & Co for Executive Search at a point of this magnificent growth. They were able to understand and also meet our requirements and provide us with quality candidates in record time. Most of the process was clear, they and their team helped a lot, gave useful advice in the course of our work. Many of our expansions have been spearheaded by the executive they placed within our firm and has ensured our organizational efficiency.
Alex K., is an entrepreneur and the founder of Startup Ventures
I worked with Matthew OGAGAVWORIA & Co while we were searching for a new leader for our start-up company, based in a highly dynamic sector and we cannot express how much we were satisfied with the services that they offered us, to help us to find the best executive for our team not only the one with necessary skills and experience also with the right attitude for an entrepreneurial, which was a big plus for us as a start-up
Call-to-Action
Improve Your Leadership Team with Executive Search Services
Our firm Matthew OGAGAVWORIA & Co, Specialty is providing you with Executive Search Services to provide you with excellent executives suitable to your business.
Why Wait? Take the Next Step Towards Transformative Leadership:
Discover Top Talent, allow us to assist you to concentrate on a huge talent bench and get experts who will revolutionize your companies.
Enhance Organizational Success, A cross check and scrutiny is made to confirm our clients get the best-fit leaders for their organization.
Streamline Your Search Process to Get the best search results without hitches when our highly trained team helps you through the process.
Contact Us Today!
Interested in applying fresh talent to your team of leaders? Feel free to contact us to book a session and know more about how our Executive Search could be of assistance to your company.
Get in Touch:
Phone: 08023200801,08075765799
Email: info@mocaccountants.com
Employ the services of Matthew OGAGAVWORIA & Co and we assist you in identifying the right human resources that will define your company.
Office Address: 5, Ishola Bello Close, Iyalla Off Street, Alausa, Ikeja, Lagos, Nigeria
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