Interim Executives

Interim Executives has handled recruitments for international clients in many different industry sectors.

We approach candidates through direct search methods - executive search, headhunting, as well as traditional recruiting using advertisements in online and offline media and our own, constantly updated database. © German, FT, Germany

Every recruitment is individually developed, it provides a clear overview of the single steps of the search from the very beginning. A short weekly intermittent report keeps the client automatically up-to-date.

What YOU see is what YOU get

Interim Executives Services Recruitment concept
Interim Executives Services Market potential analysis (option)
Interim Executives Services Timetable© German, FT, Germany
Interim Executives Services Ideal candidate profile
Interim Executives Services Target list of companies (option)
Interim Executives Services Media plan effective and cost effective solutions
Interim Executives Services Advertisement development and management
Interim Executives Services Pre-Screening and headhunting (option)
Interim Executives Services Assessment of education, career, credentials and references
Interim Executives Services Short list on the basis of the ideal profile
Interim Executives Services Interviews
Interim Executives Services Recommendations (95% of our customers trust our commitment)
Interim Executives Services Moderation and mediation

Our target is to present to our client at the end of a recruitment between 2-4 highly talented Candidates who all would be able to be successful in the role - so he can concentrate on his feelings.

Headhunter Germany
Process of a Recruitment Project in Detail

Briefing and Research

Once we have collected information about the market, the company, the products, the team, maybe also the competition, jointly with our client we develop an ideal candidate profile. The profile contains information about: necessary competencies, required experience, scope of responsibilities, position in corporate structure, knowledge of foreign languages, remuneration package, type of employment and more.© German, FT, Germany

Application preliminary selection

After selecting a recruitment method we develop and realize the media, such as research tools, database-access, advertisements or concept work, and/or we are developing the target list of companies and or possible candidates. After getting in tough via phone and mail we analyze the applications for preliminary consideration and selection. © German, FT, Germany

Interview / In-Depth interview

We carry out phone and face2face interviews with the candidates targeted in the preliminary selection. The interviews aim is to find out the character of the applicant, his personality, more details about his motivation, his experiences, such as competencies in a certain field and acquired skills. Additionally his personal situation with family, hobbies and private life.

Another interview objective is to assess the candidate whether he fits for job in terms of psychological profile, intelligence, soft skills and features of his character.

Competence tests (optional)

We may verify and evaluate skills defined in the profile including testing of the candidate's writing and speaking skills in foreign languages.© German, FT, Germany

Additionally, upon client's request, we may carry out a series of a specially selected psychological test to deepen the knowledge on the candidate. Based on in-depth analysis of results we may define both various aspects of intellectual, cognitive and social activity of the candidate.

Candidate presentation

Based on all information gathered during the previous phases, we select and present to the client these 2-4 candidates who match with the profile at its best. We develop a detailed description of qualifications and skills, predisposition to a certain profession or occupation, position fit, as well as we provide a summary listing strengths and weaknesses.© German, FT, Germany

Most important information or successes learnt through an interview we verify through checking of references after the client preference.

Guarantee

We assume an obligation to present more candidates to the client, if the hired candidate retires. For each candidate selected by us and employed by the client, we offer a minimum of a three-month guarantee, which can be extended to 12 months for a small additional fee.© German, FT, Germany

A long common path begins with the first step. We look forward to the opportunity. Let us come together and find out, what we can do for you and your business in recruiting and headhunting in German speaking countries.

Test us, trust us.

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