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Our Goals and Style.

YOU and HEADHUNTER Manila.

Beginning the Search & Defining the Job. We will sit down with you and your executive team to define the real need. We will discuss your expectation to the new executive to contribute to your success, skills and experience and the compensation that will satisfy the right person.

Executive Resourcing Strategy. With full understanding of your industry, we will create a strategy that will determine where the best prospects are and how we will present your company's opportunity so it catches and holds candidates' interest right from the start.

Identifying Specific Candidates. We spend a lot of times unearthing the best candidates. We comb our internal and external database. We likewise use the facilities of interactive recruitment. Scour targeted industries and companies. The result is a strong list of the most likely suspects.

We talk to them, build interest, then we review their backgrounds. We choose the best qualified and invite them for a meeting where we objectively audit each candidates background, assess whether he can do the job and judge whether he'll fit in.

Candidates' Interview. After we present profiles of the top candidates to you, our consultant schedules the interviews, arranges travel and manages all the details of the meetings. Working with you and your team, we create the best possible interview strategy; one that even in today's tight market will present the opportunity at your company so persuasively that it solidifies candidate's interest. And after your interviews, we debrief you and the candidates.

Reference Checks. We check reference sources and question them closely. We learn a lot by talking with a candidate's former employers and colleagues and we report it to you so you're able to manage the candidate once on the job.

The Best Fit. Since we've been coordinating to each other about the candidates all through out the search, this is where we make a final decision. Our part is to get all the information out on the table: what you perceive of the candidate, what he think of your company, what their reference sources told us --- and your opinions. We manage the process of balancing the strengths and weakness of each match. Then together we choose the best candidate.

The Winning Offer. The entire search can succeed or fail at this critical stage. Our job is to help you understand what it takes in today's market to close a deal with the candidate you want. Together, we craft an offer --- comprising base compensation, bonuses, equity, relocation and perks that both of you and the candidate feel good.

Deal Done. We are the "go-between" who presents the offer and coaxes you and the candidate to final agreement where each of you has vested self-interest at heart. Often, we call on you to spend more time with the candidate reinforce his enthusiasm about your company - while we manage the nuts and bolts of the negotiation.

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