SpenglerFox Affiliation
It is because the competition for world-class professionals is always fierce that we have become a SpenglerFox Affiliate. Together with SpenglerFox we tailor our Executive Search activities to our client’s specific needs with agility and a commitment to quality, fulfilling the needs of global organisations for executives in Australia and New Zealand and for Australian and New Zealand companies globally.


EXECUTIVE SEARCH AFFILIATION
When finding talent through executive search for international organisations in Australia and for Australian organisations overseas, more and more companies rely on us to find the exceptional people they need. With our globally networked ATS and CRM systems, we can keep track of senior executives wherever they are in the world. Our search is shaped and driven by each client’s specific needs.
Reason to work with us
ABOUT OUR PARTNERSHIP WITH SPENGLERFOX
The powerful partnership of SpenglerFox global corporate and affiliate locations ensures that we offer a wide range of talent services that have been designed to support our clients, wherever they operate. It also ensures that we maximise our reach and performance in the ever changing and demanding global marketplace. To learn more about SpenglerFox please visit https://www.spenglerfox.com/

WHAT WE DO

Executive Search
We are centred around our clients and our candidates. It is our mission to ensure that every client and candidate experience ends in a high level of satisfaction, no matter how complex their needs may be. We are experts, we are specialists we are ethical, we are independent. We love the satisfaction of achieving the seemingly impossible, the satisfaction of completely fulfilling a client’s needs by finding the perfect candidate. We have the agility to move at speed and the endurance and determination to succeed in long term projects. Our in-depth processes allow us to build trust and long lasting relationships with our clients across the world

Board Solutions
Our Board Services provide a comprehensive resource for companies determined to meet the heightened expectations and demands of regulators, investors and stakeholders, We help ensure that Boards are effectively sourced where new blood is required and that Boards and their Directors are properly and professionally equipped to meet the demands of the global marketplace.

Human Capital
We are passionate about and relentlessly committed to finding, nurturing and growing talent. This is why we offer a comprehensive range of HR consultancy and business advisory services, known as Human Capital Solutions (HCS), either as standalone services or to complement our Executive Search work. We have access to a wide range of talent and resources to support clients in Australia and overseas and are fully accredited in the Saville suite of psychometric assessments.

Executive Interim Solutions
We have a deep understanding of the use and application of Executive Interim Management in Australia and around the world, as well as the market. We have even published a research study on the Australian market and with several hundred Interim Leaders in our database we are uniquely positioned to meet client needs,
OUR METHODOLOGY
Our methodology has nine detailed and comprehensive phases as outlined below. Each phase is carried out with discretion, sensitivity and using the full resources and market insight at our disposal.

Project Ignition
Before engagement we anticipate the potential needs of a client and identify a dedicated project team. This ensures that we can commence our search immediately on assignment confirmation.
Following engagement, search methodologies are identified and a project plan and timescales are agreed with our client. All searches are managed by at least one dedicated researcher and specialist consultant. All searches are supervised by the local Country Manager and regional Practice Group Leader.

Search
Our mission is to find talent. Whilst our primary focus is direct search which is carried out by our talented team of local and regional researchers, we also deploy a variety of secondary search methodologies. These include searching our industry leading database, networking in both the physical and virtual environments and news searches to name but a few.
Our philosophy of transparency and sharing information ensures full project visibility across our international practice group network. This gives us access to expatriate, repatriating and international candidates in real time.

Screening and Selection
Following the identification of the candidate longlist we initiate shortlisting through a detailed and comprehensive short- listing process. This commences with initial telephone interviews which assess a prospective candidate’s suitability for and interest in the position. Once this has been confirmed, candidates are subjected to in-depth one-to-one interviews with the project’s lead consultant.
The interview format is a combination of non-directive discussions to assess the candidate’s personality and communication skills, as well as competency based interviews.
Finally, unless otherwise directed by our clients, our preferred candidate undergoes psychological profiling in the form of the Saville Consulting psychometric testing. Following this rigorous assessment we select those candidates that we deem most suitable for the role and the client organisation based on competencies, experience and motivations and present the shortlist of candidates to our clients.

20-Day Project Audit
Quality assurance is fundamental to each search assignment we undertake. For this reason, we conduct an internal quality review 20 working days following the formal commencement of each executive search project. The results from the audit allow us to take corrective action, where necessary, during the early stages of the project to ensure that we do whatever it takes to meet our overall quality standards and client expectations.

Shortlist Presentation
The SpenglerFox shortlist presentation takes the form of a detailed assessment report, which contains information on the candidates’ personal, behavioural, academic and professional profiles, including a rationale in which we explain why the candidate should be considered for the role. We then review the shortlist with our clients and action any feedback received.

Client Interview
At SpenglerFox we consider it our duty to manage the shortlist of candidates through the client interview process. This ensures complete discretion and the minimum amount of disruption to our client’s organisations in what is often a sensitive process. Following interviews we will then review & discuss the performance of each candidate with our client.

Offers and Acceptance
SpenglerFox provide formal offers & rejections to candidates on behalf of our client. We support our client in the preparation and presentation of the offer to the successful candidate. This is then followed by discussions with both the client and the candidate.

Integration
Following acceptance of an offer, we work in partnership with our client and candidate to identify integration needs and plan the successful integration of the candidate into their new organisation. We also facilitate on-boarding where required.

Review
We are absolutely committed to quality and as such it is imperative that we are able to gauge whether we have successfully met our clients’ and candidates’ needs. Consequently, after every placement we carry out in-depth service reviews with our clients. The feedback is then reviewed by an internal panel consisting of the Head of Quality Assurance, Regional Heads and Chief Executive Officer, to ensure maximum client satisfaction and promote a culture of continuous improvement.
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