Unparalleled Expertise in Pricing Domain: Your Partner in Search and Selection
In the highly competitive world of business, finding the right pricing professional is a critical determinant of your company’s success. With over two decades of extensive experience in the pricing domain, we offer unparalleled expertise in search and selection to help you secure top-tier pricing professionals across Europe. As your trusted partner, we are committed to delivering quality and value to your business.
Benefits of External Search and Selection
Choosing an external search and selection partner brings multiple benefits to your organization. First, it saves time and resources. Rather than sift through numerous CVs, conduct initial interviews, and verify references, your team can focus on core business activities while we handle the talent acquisition process.
Second, we provide access to a broader pool of candidates. With our extensive network and industry knowledge, we can tap into both active and passive talent markets, giving you access to individuals you might not reach otherwise.
Third, we bring an objective perspective to the recruitment process. By working with an external partner, potential bias in candidate evaluation is minimized, ensuring a fair and thorough process based on merit and alignment with your requirements.
Specific Benefits of Our Expertise in the Pricing Domain
Leveraging our 20 years of experience in the pricing domain, we offer a distinct advantage to our clients. We understand the nuances of pricing roles and the specific skills and traits that make a successful pricing professional. Our broad network of Pricing Professionals across Europe, nurtured over the years, gives us the capability to identify and connect you with top talent that aligns with your specific needs.
Fixed Price Headhunting: An Advantage for Clients
Unlike many search and selection firms that charge a percentage of the candidate’s salary as their fee, we operate on a fixed pricing model. This brings clarity and predictability to your budgeting process. It also aligns our interests with yours; our goal is to find the best candidate for your needs, regardless of their compensation. Our fixed prices are structured based on the candidate’s level, providing a straightforward and transparent cost structure. Entry-level pricing candidates come at a cost of EUR 10,000, medium-level candidates at EUR 15,000, and senior candidates at EUR 20,000.
Our 10-Step Search and Selection Process
We employ a thorough 10-step search and selection process that ensures a comprehensive evaluation of candidates. This process begins with a client briefing to fully understand your requirements, followed by a combined stage of research, strategy development, and candidate identification. The initial screening and subsequent interviews, including personality tests for the most promising candidates, ensure a holistic assessment of skills and potential fit.
We then present you with a shortlist of candidates, after which you conduct interviews. Our next step involves conducting reference checks and cognitive assessments or case studies focusing on the top 2-3 candidates.
After this rigorous assessment, we provide test feedback and conduct further interviews with the top candidates. Once the best candidate is selected, we assist with job offer negotiations. We follow up with you and the candidate to ensure a smooth onboarding process. Our process is designed to provide a seamless hiring experience, leading to successful placements that contribute significantly to your business success.
Client Briefing: The process starts with a meeting with the client (the hiring company) to understand the job requirements, company culture, and other pertinent details. The job description and candidate specification are usually agreed upon in this stage.
Research, Strategy Development, and Candidate Identification: The headhunter then devises a search strategy which includes identifying potential candidates. This could involve researching companies, networking with industry contacts, utilizing professional networking sites like LinkedIn, or through job boards and direct approaches to individuals.
Initial Screening: The headhunter reaches out to potential candidates, usually for an initial phone screen or informal meeting, to assess their suitability and interest in the role.
Interviews: Suitable candidates are then invited for more formal interviews, potentially including personality tests for the most promising candidates. This stage can involve multiple rounds of interviews with the headhunter and the hiring company.
Shortlist Presentation: The headhunter presents a shortlist of the most suitable candidates to the client. This shortlist usually includes an overview of each candidate’s skills, experience, and fit for the role.
Client Interviews: The client then interviews the shortlisted candidates, facilitated by the headhunter.
Reference Checks and Assessments: If the client is interested in a candidate, the headhunter conducts reference checks, along with cognitive assessments or case studies focusing on the top 2-3 candidates.
Test Feedback and Further Interviews: After conducting assessments, the headhunter provides feedback on the test results to both the client and the candidates. A further round of interviews may then be conducted with the top 2-3 candidates, discussing test feedback and any remaining questions or concerns.
Job Offer: If the client decides to offer the job to a candidate, the headhunter usually assists with job offer negotiations.
Follow-up: Once a candidate has accepted a job offer, the headhunter typically follows up with both the candidate and the client to ensure a smooth onboarding process. They may also stay in touch for potential future opportunities.
Invest in the Right Pricing Talent Today
The right talent is not just about filling a position – it’s about contributing to your organization’s growth and success. As experts in the pricing domain, we know what it takes to find such talent.
Contact us for further information.