‘Hiring for Growth’ is an approach to executive search designed for Founders who need more time to focus on vision and growth strategy.
Scaling your business requires operational and strategic excellence, and at a certain point, you need to delegate.
When you’re making the biggest hiring decision of your business life – hiring the ideal 'First Officer' (CEO/MD/COO) for your business – you need to get it right first time.
That’s where the Hiring for Growth approach to Executive Search comes to your rescue.
‘Hiring for Growth’ gives you the insurance you need that the talented, ambitious leader who walks through the door will align with your business purpose, goals and values.
We’ll help you find the ideal:
With the ‘Hiring for Growth’ approach, you will find the best fit for your business. Guaranteed.
Our bespoke executive recruitment service has been meticulously developed with one goal in mind: your long-term success. Here are just a handful of the benefits...
To guarantee you the right fit for your unique business needs, we start from scratch, scouring every corner of the market until we find the ideal match. We don’t do guesswork.
As our past clients can attest, we have the integrity, business acumen and respect for confidentiality to act as your executive-level representative in the marketplace.
We research shortlisted candidates as thoroughly as we research your business needs. You can be certain they’re dedicated to realising your vision before they even step through the door.
What fundamentally motivates your prospective candidate? We find out, so you can be sure they align with your needs and values. We don’t do square pegs.
How many interesting ‘Job Descriptions’ have you seen?
Not many, I’ll wager.
However, this step is crucial to securing the very best candidate, capable of driving forward your business.
The ‘right’ person will be not just ‘talented’, but will also bring the right attitude, motivation and vision to effectively drive their impact on your business objectives.
How we present the role and your business, is the difference between attracting those ideal candidates who ‘fit’, or just trawling through ‘good enough’ candidates.
At Capability Consulting, we put a lot of thought and effort into creating the role profile and the information we will share with prospective candidates.
Effective recruiting begins with meticulous and thorough research. ‘Filling the job’ is not enough, we are finding the solution to the problem holding back your business.
So we must fully understand the business, the people, the market and the issues this role needs to solve.
Our first step is to fully assess all the relevant facts:
If we really cannot grasp the role, or we feel there is someone better equipped to handle that search - we will recommend a true 'specialist' from our recruiter network. We can even manage the recruitment process on your behalf (like your own personal 'internal recruiter') at no additional cost.
Why settle for a limited selection of potential candidates a ‘specialist’ recruiter already has in their net?
At Capability Consulting, we scour the entire market for all potential candidates - our existing contacts and connections, networking, referrals, online databases, paid job board subscriptions, social media and advertising.
We consider both active job seekers and passive potential (headhunting).
Candidate Assessment (in person whenever possible)
Our initial candidate 'long-list' is based primarily on the first criteria of our Candidate Assessment (relevance of skills and experience) - this can be a very large number, depending on the nature of the role.
These people may be ‘competent’ or ‘good enough’. Many recruiters will put forward a final short-list based on that criterium alone to save their time.
For our clients, ‘good enough’ is not good enough. So, we put in the necessary time and effort to whittle this list down.
Next, our discussions with selected 'long-list' candidates using all Role, Business, Team and Candidate Assessment criteria, enable us to select the 'consultant’s short-list' of candidates whom we then interview in detail.
There are a range of subtle strategies we employ in this phase to accurately drill into the true motivations and capability of each potential candidate. These are crucial in accurately sorting the ‘wheat from the chaff’ – We’ll be happy to share these ‘trade secrets’ when we meet you to discuss an opportunity.
As we filter down to the most exceptional candidates, we spend increasingly more face-to-face time with them.
That filter process leads to our 'client short-list' of candidates – ideally ‘The One’ - who we recommend to you for interview.
Client short-list – ‘The One’
Bearing in mind our ‘no-compromise’ approach to finding only the most exceptional candidate – that person who will make the most difference for your business - we make this 'client short-list' as short and specific as possible. Ideally, we aim to recommend only ‘The One’.
‘The One’ should be so obviously ‘right’ for the role, that your decision at interview will be easy. Why waste your valuable time and decision-stress on less suitable candidates?
To make that decision even simpler for you, we help you to know as much as possible about the candidate upfront. You’ll know about the candidate, and they will know about you and your business (warts and all) – before the interview, so when you meet nothing needs to be either hidden or over-sold. This removes the usual ‘interview façade’ that occurs and can often lead to the wrong decision. This is a hugely important factor in or 100% success rate with placements.
Effectively, you should be able to treat your first meeting with a short-listed candidate as '2nd interview' stage - trusting our prior research and saving you a lot of time and hassle.
We recommend the preferred candidate gets to meet a variety of people in your team. We can also help you devise a relevant ‘work-based assessment’, so you get to see their way of thinking and their approach to ‘real’ tasks.
Once you select your preferred candidate, we carefully manage the offer process to ensure everyone in the process is happy and to avoid 'surprises'.
By this stage we have sent significant time with this candidate – we know their motivations and purpose, plus we have communicated that to you. So, everyone can be certain this is the right candidate and this is the right opportunity for them. This is a Win:Win scenario, so both parties are fully committed to the decision.
What happens if something did go wrong?
Your placement is GUARANTEED for a full 12 MONTHS (not just 12 weeks like other recruiters).
Why stop at anything less than the very best you can get?
Our fee is based on a percentage of your new hire’s first-year remuneration.