Recruitment of directors (managing director and members of the board), managers and experts


1. Direct Integral Approach Recruitment

duree
6-8 weeks before the presentation of short-listed candidates

objectif
To seek and find a professional under particular circumstances:
confidentiality, narrow target, strategy

Operation :

  • Analysis of the environment (company, organization, values, direct context)
  • Start of the assignment by the Innoé project team (Consultant, Researcher, Assistant)
  • Targeting, identification, sources, relays
  • 1st interview with the Researcher
  • 2nd interview, meeting with the Consultant, in-depth professional interview
  • Candidate assessment
  • Drafting and submission of the candidate presentation files to the client
  • Rédaction et remise des Dossiers de Présentation de candidature à notre client
  • Organization of introduction interviews with the client
  • Validation of qualifications, reference follow-up
  • Assistance in the negotiation phase between the candidate and the client
  • Integration follow-up during the warranty period

A few examples

Finance and Administration Director

A company with a number of sites, independent French leader in the distribution of supplies and spare parts, is seeking to replace its Financial Director, in total confidentiality, before a period of acquisition and reform.

Business Unit director

A worldwide company which has maintained its human dimension, specialized in industrial analysis and inspection services, is seeking to reinforce one of its strategic activities in absolute confidentiality, and is looking for its “champion”.

Managing Director

The Board of Trustees of a worldwide NGO is preparing the replacement of its MD.

Managing Director France

A distributor/transformer of high added value industrial raw materials with a head office elsewhere in Europe is setting up a subsidiary in France and is looking for a managing director.

2. Direct Composite® Approach missions

A mixed method combining the qualitative finesse of the direct approach and the quantitative efficiency of web and/or media advertisements

duree6-8 weeks before the presentation of short-listed candidates

objectifTo seek and find a professional with optimal efficiency in terms of deadline, means and performance. Combines the finesse of the direct approach with the power of advertising.

Operation :

A few examples:

Purchasing Director

A distributor of highly fluctuating raw materials is preparing for the retirement of its Purchasing Director and is seeking a replacement in a highly specialized professional sector.

Customer Service Director

A small business, world leader in industrial inspection machines for a high-tech industry (80% turnover from export), is recruiting a director for a newly strategic position.

HR Director

The South-Eastern Division of one of Europe’s leading construction companies is modeling its HR organization on an internal customer service philosophy in a change management context.

R&D Assistant Director

A specialist in precision metallurgical drawing is reinforcing its R&D department to continue its progression towards a specialist offer.

European Treasurer

An American industrial group is recruiting a treasurer in a context of strong development and optimization of its European organization.

IS Director

One of the world's largest suppliers of lifting equipment is recruiting to enable the definition and implementation of its information systems policy in Europe in a context of strong development, installation of a new ERP and major change.

3. Recruitment assistance: Partial or occasional interventions

duree

Depending on the assignment

objectifThe intervention may concern one or more phases of a recruitment where Innoé is not responsible for the entire process. This may also concern micro-studies or clarifications and occasional decision-making assistance.

A few examples

  • Drafting of an advertisement or an Internet message
  • Definition of criteria
  • Identification / Targeting of candidates
  • “Useful contacts” direct approach, limited to a few professionals
  • Résumé selection
  • Assessment of short-listed candidates
  • Occasional remuneration study
  • Benchmarking / position studies