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PROFILE GROUP EXECUTIVE
To strengthen your management team
For over thirty years, our Executive Search experts have been helping you find the right talent in order to meet your ambitions. Our unique approach is based on the following 3 pillars:
1. Focus on your value proposition
We work in depth on your value proposition to create genuine interest in your company, your teams and the role.
2. Total sourcing
We cover all sources of candidates (active, passive and a database of 350,000 candidates) to offer you a quality shortlist in record time.
3. Evaluation of the managerial skills
We systematically assess candidates’ managerial skills before adding them to the shortlist to ensure each candidate is a real leader for your teams.
Every month, we recruit for high positions all over Belgium and here are a few examples:
The position: Production Manager
📌The challenge
▪️ Finding a civil engineer with experience in heavy industry
▪️ Dynamic and ambitious, able to manage technical teams and work on major projects with a wide range of responsibilities.
📌Our approach
▪️ An in-depth intake with the HR Manager, both Directors and Department Heads.
▪️ Visits to 2 of the Group’s plants to understand the complexity of the equipment and the environment.
▪️ The creation of a precise and detailed value proposition, which is something particularly appreciated by engineers,
▪️ Highlighting this value proposition during interviews.
📌The result
All the candidates were very well prepared and motivated to join the company from the very first interviews.
The position: National Sales Director
📌The challenge
Recruiting a Dutch-speaking director, rooted in Dutch culture, for a French company.
📌Our approach
▪️ Several visits to build up trust.
▪️ A close collaboration with managers, logistics and financial managers to obtain key information that is essential to engage & motivate the candidates.
▪️ Convince about the importance of salary transparency
▪️ Organise meetings with candidates in the showroom in order to put them in direct contact with the company’s culture and work environment
▪️ Push for my convictions: I persuaded the recruiters to meet one specific candidate since I was sure this candidate was the right one.
📌The result
A rare gem: an overqualified candidate perfectly suited for the position.
The position: Group Talent & Development Manager
📌The challenge
▪️ A profile with extensive HR experience in HR strategy & roadmap, talent management, learning & development and team management.
▪️ Experience in an international manufacturing company.
▪️ A profile living or wishing to settle in Belgium, but not purely from the region in order to maximise cultural diversity within the department.
📌Our approach
▪️ Prioritize the selection criteria and requirements
▪️ Broaden the search filters on LinkedIn Recruiter when hunting for talent.
▪️ Include the active candidate market.
📌The result
In the end it was a Spanish candidate, living near Barcelona, who was recruited. We convinced him to move to Belgium. He will start his job this week 😉
The position: Sales Director
📌The challenge
▪️ Finding a Sales Director for a Dutch company to set up a new sales team in Belgium
▪️ Very tight deadline for this recruitment
▪️ A profile with both solid business development and management skills.
▪️ Someone sensitive to cultural differences between Belgium and the Netherlands.
📌Our approach
▪️ A very pragmatic approach.
▪️ A very thorough intake at the parent company in the Netherlands.
▪️ Creating a strong value proposition for this role.
▪️ In-depth assessment of candidates’ motivation, attitude and skills.
▪️ Focus on managerial skills using our Leadership Scan test.
📌The result
▪️ Presentation of the first candidates after 1 week
▪️ Presentation of a shortlist of 4 candidates after 3 weeks
▪️ Final choice of candidate only 6 weeks after the start of the assignment
The position: Managing Director
📌The challenge
▪️ A candidate with high-level skills
▪️ The seniority was essential for the role, given the unique nature of the organisation – a development finance association.
📌Our approach
▪️ A thorough understanding of the customer’s specific needs
▪️ A sourcing strategy tailored to these needs.
▪️ In-depth assessment of candidates despite their large number
▪️ Focus on the motivation and interest in the job, leadership and people management skills, particularly when it comes to managing highly qualified specialists in a remote office.
▪️ Transparent and open communication with the company and the candidates throughout the process.
The position: Tram Maintenance Manager
📌The challenge
▪️ A balance between strategic skills and operational capabilities.
▪️ Technical and leadership experience: not only was the candidate’s career path to be assessed, but also their ability to manage teams, take critical decisions and navigate in complex environments.
▪️ The ability to build from scratch: this was a fairly new structure at the time of our engagement, with a whole new corporate culture to be put in place.
📌Our approach
▪️ An in-depth, on-site intake to immerse myself in the site and understand the vision for this new infrastructure.
▪️ Focus on the company’s value proposition
▪️ Complete coverage of the candidate market: active, passive and database
📌The result
Fast recruitment in just 6 weeks as candidates were found on the active market and were therefore motivated from day 1.