Executive Providers Consultancy Services’ success has been based on the continued willingness to explore new technologies, reach out to expanded markets and incorporate diversity and learning into our daily business practice. By doing this, we have increased our knowledge and understanding of the clients and candidates we serve. We believe that investing our time at the beginning of the search to understand the client's corporate process, culture, people, products and business dynamics yields significant benefits to the client, candidate and our company. This effort strengthens communication and yields a more efficient process. Most important, it increases the likelihood that the candidates we recommend will meet the specifications and has a high probability of future success.  

At Executive Providers Consultancy Services, we recognize the value of building long-term relationships with our clients. We work as an HR Business Partner. We know that often our clients are hiring the experience and knowledge of an individual partner. The relationship is one-to-one. The partner responsible for the search will conduct all client meetings, candidate interviews and in many cases complete the reference discussions. We do this because we know that the continuity of information is critical, and it is exceedingly difficult to transfer the nuances that are derived from in-depth conversations with candidates and references. The heart of a successful search rests on our ability to link the client needs to the right candidate's qualifications, personality, goals and objectives.  

At Executive Providers Consultancy Services we are committed to providing our clients with high quality, proactive and cost effective consulting services. To us search is much more than placing the right person in the right job. We view each new search as an invaluable opportunity to forge lasting relationships and effect positive organizational change. We believe in playing an integrative role in problem solving, implementation and capability building.

The process starts off with the definition of the ideal candidate’s profile, which must highlight professional characteristics (experience – expertise – managerial qualities) as well as personal ones, expressed in relation to the work environment and the objectives for change. Once the identity of the person wanted has been clearly defined, the real “hunting” starts off by laying out what those in the trade call research “mapping” – that is, “where” to look for candidates. These are then contacted making use of the data base and namesearch. At this point a series of interviews are held; at the end of this phase (definition of profile-research-screening of candidates) a short-list of candidates is selected and submitted to the Client, who will be assisted through to the successful conclusion of the research and during the months following the appointment.

 

Our fee is a percentage of the commencing annual gross income for the hired candidate on a contingency – based arrangement.

This will be based on the fixed (guaranteed cash) compensation the candidate agrees to. This will include signing bonus, cash allowance and the like.