Offering tailored talent acquisition or sourcing services
in banking, financial, sales, manufacturing, retail, distribution, pharmaceuticals, mining, agriculture, engineering and aerospace.
Headhunting & Talent Acquisition Consultant
Cindy takes pride in the relationships she builds with her clients.
People are at the heart of what she does. She understands the importance of not just the brief — the core competencies and skill sets required, but equally important to her is her client’s culture and what is specifically
important to each individual role.
Her 15 years of recruitment experience as a Headhunting & Talent sourcing specialist, in various industries locally as well as internationally, and her ability to identify quality profiles; partnered with a passion for what she does guarantees she’ll deliver the most outstanding candidates who will be an important cultural addition to the organization.
Talent Acquisition or Sourcing Services
Exclusive Search of Senior Executives, Middle Management and Specialized professionals
Leading custom industry-specific recruiting searches that are tailored to meet the needs of each client. Cindy’s approach is of consultative nature, and her goal is to understand her client’s timeline, recruitment challenges and business objectives, and to partner with the human ressources team to deliver the best talent for a specific role.
Talent Acquisition or Sourcing
Proactively identifying and engaging with talent and nurturing relationships not only to fill current vacancies but also to build a talentpool or pipeline for future positions and strategic hiring projects. Finding the best talent using proactive recruiting techniques and specific skill sets combined with a deep expertise in uncovering potential candidates in harder to reach places.
In-house (HR) Direct Approach/Cold Calling Workshops
- Planning and preparation techniques that remove emotion from the process.
- Influential hooks and scripts that get all levels of passive candidates to take your call.
- Useful methods to get past gatekeepers ethically and effortlessly.
- The voicemail message your prospects will actually return.
- Conversation starters that build rapport and help you qualify candidates as you talk
Being an expert in the field Cindy believes that Research is the backbone of the search process. Personally conducting the research using all the initiative, imagination, creativity and determination required to uncover candidates with the right skills, experience, fit, ambition and emotional intelligence for the role. Keeping in mind that research is an Art and not a Science, her approach to both potential sources and candidates is extremely professional. You do not have a pool of future senior managers?
Through market research and identification:
This research, identification and direct approach will subsequently allow you to know what is available on the market, where your company’s reputation stands, whether you are competitive, along with strategic advise to help you measure, improve and optimize every step of the recruiting funnel and recruitment goals of your organization.
Headhunting and talent sourcing, what is the difference?
When you need to reach specific business objectives
The headhunter will target the best potentiels on the market and will talk to numerous candidates who are not actively seeking a new job. The direct approach specialist is an expert in research, building relationships and will have a very large network of contacts. The headhunter will take the time to identify the client’s needs, conduct thorough market research with the client’s need in mind, target and approach individuals that are ideal for the role in a very unique way, conduct detailed screening and ensure that only the best candidates are submitted so that the interview process can be as streamlined as possible. Once the candidate has been placed, headhunters often offer a replacement guarantee. This acts as an assurance of quality, as they’ll offer to replace the candidate for free if the hire leaves within the agreed time frame.
To keep the business going with the right candidates
Trust is a key element in the relationship between a company and a headhunter.
What if you want to recruit someone from a competitor with which you have a good relationship?
You have an employee that is under-performing?
You may want to start the recruiting process before you let them go?
Organizations with an opening in their executive ranks are vulnerable. Whether an existing position needs to be filled or a position is newly created by restructuring, turnover or market opportunity, the hiring process may be confidential. Confidentiality can keep competitors from being tipped off to management shake-ups, new products, and market initiatives and can protect against employee, stockholder, and supplier apprehension. Search consultants value the highly sensitive information they become privy to during the search process. They are acutely aware and respectful of their client’s vulnerability. A headhunter can help avoid conflict with competitors and provide the secrecy you need.
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