Executive search

Our professional experience includes recruiting both top management and middle management staff. The projects completed so far have involved recruiting for positions at the global, European, and local level. Our job was to find the right managing directors and managers for particular departments such as: sales and marketing, finance, manufacturing, logistics, purchasing. A list of all projects we have successfully completed so far is available in the section of our achievements.

The factors behind our achievements have to do with our modus operandi, which is based on the following elements:

Project preparation

Apart from learning of all the essential details of a given job opening with all the duties and responsibilities it involves, we also take the working environment into consideration. This context includes:

  • organizational strategic plans, which may resonate with the goals of the hired manager,
  • support offered by the organization – and the related level of professional autonomy on the position,
  • organizational culture and atmosphere,
  • the level of structuration and regulation of internal processes,
  • the internal and external risks and opportunities the new manager will encounter.

Seeing a bigger picture lets as tailor and design the recruitment process better, and to prepare a target list and the tools of applicant selection accordingly.

Target list

We start from determining the scope of search together with the client. This scope may be limited by the type of business, geography or by a precisely defined list of carefully selected enterprises. 

Focus on competences

The main tool our consultants use in their practice is competency-based interview, during which we concentrate on the events from an applicant’s past, based on which we are able to determine the level of their skills, often defined with particular projects in mind. The post-interview conclusions are reviewed at the stage of reference check. The process can be frequently more time-consuming than the structured interview itself. When checking an applicant’s references, we make every effort to act in a discreet manner, to respect the applicant’s privacy, and to abide by applicable standards and laws. In some cases, we also organize knowledge tests, designed by experts we work with.

Case studies

Getting to know the specificity of a given position combined with the broad context described above lets us design a tool aimed at exploring the qualifications of pre-selected applicants in more detail. We often suggest a given person (or a narrow group of applicants) solve a problem reflecting the reality of the new position as much as possible. Such an approach makes it possible to maximize the match between the new manager and their new employer, and thus reduce the risk of any of them ending up disappointed. The applicant can get to know their future responsibilities better, and the employer may watch the applicant’s skills put into practice. Moreover, both parties work together and have many occasions to interact with each other, which eventually leads to a better, more informed decision.

Detailed reports

We manage recruitment projects offering our clients two reporting methods. One is about the progress in a given project, which lets employers learn of the details of the activities carried out to a given point and the outcomes of these activities. The data is usually presented in the form of tables, clear summaries with statistics. The other involves reporting on the qualifications of particular applicants. A survey of the quality of our services has shown that our clients, when asked about the advantages of working with OPTIVO consulting, spoke of high accuracy and reliability of the obtained descriptions of applicant skills and qualifications. Both reporting methods may be easily tailored to one’s individual needs.