We are convinced that what is most important in a recruitment, is mastering the context of the arrival point of a candidate, and not their departure point. If one knows exactly what will be expected of an executive in their new challenges, then one is perfectly able to source this executive where one has established similarities in business models or market behaviours. For example, we are keen to source within the more mature markets, for specific positions: within the FMCG sector for high profiles in the area of Logistics and Supply; within the heavy industry sector for purchasing profiles; in the advanced technology sector for profiles with a solutions approach background.

We have a certain flexibility  our team combines an extensive knowledge in the Life Sciences and a solid experience in Advanced Technologies, Industry, Services, or Consumer Goods.

Executive search demands multiple combinations of contradictory capacities:

• A top-down, strategic view of organisations and markets, with bottom-up precision to identify extraordinary individuals.
• In-depth market knowledge to understand the particularities of each position, and to be creative in terms of sourcing, while being able to bridge competencies when faced with shortages of specific executives.
• Fundamental and genuine passion for individuals and their careers, and an aptitude for networking in general, but a clear mind, and the right tools, when it comes to assessing a candidate.
• Capable of forming an opinion, while being able to see a candidate from the clients’ perspective (however many stakeholders there may be in a recruitment).
• Strong individual input within the framework of well-defined processes, a great degree of autonomy combined with a strong practice of teamwork.

1. Sourcing
We continually update our database which is solely dedicated to the life sciences, with new high-level profiles, by identifying potential candidates directly at the rate of approximately 8,000 a year.

• We have personally contacted all 16,500 executives present in the database.
• We continually map organisations to better understand the scope of every position and the logics of governance.

2. Networking
We participate in numerous professional events, either as guests or partners, and also develop our own specific events, dedicated to the interests or concerns of the market.

3. Processes
We have created a 15-step process, the GenSearch which is reviewed regularly to include clients; added expectations, and targets five weeks to shortlist. We aim for assignment closure and review in week 12, help with candidate on-boarding during the 3 following months, and gather client feedback on candidate integration after 12 months.