Money talks, passion sings

Which person is the most capable candidate also depends on the context. The challenge is to identify a person who can do the job, who wants to do it, and who will fit in.

Clever candidates calls for room to manoeuvre. The appropriate expertise and experience will depend not only on the mandate and core tasks involved with new role, but also on the employer and the team in question. Organisational culture influences which person succeeds, and the candidate who appears in isolation to be the most able is not necessarily the best solution in every case.

We believe that complementarity in expertise and appropriate diversity are strengths, but that visions and courage will also be required when actively choosing to take a different course. Complementarity provides capacity and decisiveness, while diversity provides the scope for innovative thinking. Making a bold recruitment choice calls for justification, responsibility, attention and accessibility, because such a solution will also be demanding for the business.

Our work starts with a detailed preliminary assessment, in consultation with the client, in order to define the relevant requirements and to clarify needs for expertise. We evaluate finalists against a defined profile of requirements, and develop clear scenarios related to the choice of candidate. Personality profiling is always utilised, and we conduct detailed conversations with referees. Tests of ability and skill are carried out as required.

Dmitry Tkachenko

Executive search

The stage the enterprise has reached affects its choice of executives. Type of ownership structure and development plans will also be crucial for the selection of new leaders.

Our work starts with a detailed preliminary assessment, in consultation with the client, in order to define relevant requirements and to clarify needs for expertise. A search is conducted on the basis of analysis, activation of networks and the use of relevant sources. Regular status meetings are held with the client to entrench choices and the continuing process. We give clear advice, and our clients are introduced to qualified and motivated candidates who will be subject to detailed evaluation before we recommend a final solution.

Director search

The strategy and sphere of action of an enterprise define requirements for the expertise of its directors. We assist clients in search of Norwegian and Nordic candidates in cooperation with our Nordic partners. 

Our work starts with a detailed preliminary assessment, in consultation with the client, in order to define the relevant requirements and to clarify needs for expertise. A search is conducted on the basis of analysis, activation of networks and the use of relevant sources. Qualified candidates are assessed in more detail, and we recommend a solution.

Liv Osmundsen, Det kongelige hoff

Change of generations

Family-owned enterprises can face challenges when the next generation comes to take over.

The goal is to maintain a sound business while preserving good family relationships. Several heirs are often involved, and uncertainty may prevail about future ambitions for the enterprise. Where the next generation is concerned, there may be different levels of engagement, expertise and interest as well as varying opportunities to participate actively. How far the owners want to secure continued growth and new commitments, or wish to achieve value preservation, will influence organisation and staffing.

We meet with both owner generations, the board and the administration, and then contribute proposals for future organisation of the enterprise. We challenge and clarify on the basis of everyone’s confidence that our concern is to find good solutions for the family. Our expertise and experience allow us to make constructive suggestions and solutions.

Wolfmann

Director assessment

The nomination committee has acquired a more important role and additional assignments following the renewed attention being paid to good corporate governance.

We can assist the committee in this work. In consultation with its members, we carry out a detailed preliminary search, and define relevant demands and requirements for boardroom expertise. This is followed by a capacity assessment of the existing directors and identification of possible gaps between their existing and desired competence. On that basis, we advise the nomination committee about the action to be taken.

Candidate evaluation

On some occasions, the client has already identified qualified candidates and is looking for advice before opting for a solution.

We are often asked to provide support when:

  • familiar internal candidates need to be assessed against external possibilities whom the client does not know
  • the candidates are competent, but difficult to compare directly because they have very different backgrounds
  • candidates lack some of the desired background experience, and the client wishes to assess their potential.