The need for outstanding leaders has never been greater. In the current climate, businesses cannot afford to make costly errors in recruitment.
We talk plainly with our clients about the strengths of candidates as well as their weaknesses. Our honesty builds mutual trust as demonstrated by our long-standing relationships with some of the UK’s largest, most respected companies.
We stay close to the market, tracking industry trends and business developments. We combine this knowledge with rigorous analysis of a candidate’s aptitude for the role and, importantly, their cultural fit to ensure you are presented with the best selection of talent.
We provide a benchmark candidate within the first two weeks and a shortlist within four weeks. This helps crystallise what you, the client, wants and allows us to focus our search on candidates with the right mix of qualities, experiences and values.
We are at the disposal of our clients and candidates from start to finish, 24-7, always available to answer the phone or provide feedback and guidance.
FAQs about Executive Search
agp is open and transparent about our ‘off limits’ policy.
Due to our advantage of being a boutique search firm, unlike many international search firms we don’t have an exhaustive list of companies from which we cannot headhunt.
There is no rebate but in the unlikely event that a candidate leaves a company within 12 months (other than due to redundancy), agp is the only executive search firm to offer a free replacement*
*Please see our T&C’s for full details, available on request.
A benchmark candidate is one who we feel meets the brief and has all the skills and experience desired by the client.
They will also be the right cultural fit for the organisation. Providing a benchmark candidate is an important part of the assignment process as it helps refine the main specifications, especially when a client is unsure about what they are looking for.
This helps us refine the brief and reconfirms what type of candidate agp is looking for.
As a result, we are able to act with speed and agility to ensure only the right candidates appear on the shortlist. A benchmark candidate is interviewed within two weeks of the start of the search.
