Why is executive search important for your business?
The need for outstanding leaders has never been greater. In the current climate, businesses cannot afford to make costly errors in recruitment.
How does agp approach executive search?
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.
Our approach to Executive Search
Our search process begins with an initial meeting to discuss your requirements. We will take as long as is necessary to really understand what you need in a candidate.
We then use our unrivalled database and network of contacts to create a long list of potential candidates, using world leading software FileFinder to ensure no one gets missed and including ‘passive’ candidates who are not actively searching for a new role.
We provide daily updates and written weekly reports to keep you informed of our progress.
Within two weeks of the assignment commencing we aim to provide you with a benchmark candidate to interview. This is an important step that helps focus your attention on what you are really looking for in a candidate and allows us to filter our search requirements accordingly.
Within four weeks, and following a meticulous search, we will then present you with a detailed profile of between three and five strong candidates who meet your brief.
We provide thorough references of those candidates you wish to progress to interview stage, all the while supporting and mentoring candidates to ensure they are fully prepared.
Once you have landed on your chosen candidate, we efficiently manage the final stage involving offer letters and other administration, ensuring the expectations of all parties are aligned.
Most consultants believe this is where their job ends. At agp, however, we know how often searches fall down at the offer stage because firms have no strategy to deal with a counter offer. By building strong relationships with our candidates, we create a strategy to manage all eventualities right through to the moment the contract is signed.
Even now our work is not done. We seek client feedback on all candidates and use that information to develop them as individuals and improve our own selection process. This means the next time you have a recruitment need we can offer an even higher quality, tailored service.
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.
Our clients trust us to find the right person at the first time of asking
I have known Tony for some time both as a client and candidate and he never fails to impress. He quickly and efficiently understands the brief and then delivers strong candidates who have the necessary skills and expertise.
Tony invests time in both his clients and his candidates even when there is nothing specific to discuss. This is what makes him a great search specialist: he is approachable, engaging, warm and incredibly well-networked.
Tony has a refreshingly honest approach with a real desire to understand not only the scope of the role he is recruiting for but also the cultural fit – so key in considering potential candidates.
He has a positive attitude and is very responsive to deadlines. He also encourages feedback on all candidates and uses that to further develop them as individuals and improve his own selection process.
He is genuinely interested in ensuring that all parties are happy with the outcome once candidates are placed.
Tony is my go-to search consultant for executive leaders. His deep knowledge and understanding of the retail market combined with his extensive network enables him to put forward exceptional candidates.
I also find that he listens and asks great questions to truly understand what is needed for each role and for the organisation. I have recruited some of my very best leaders through him.