Direct Search – is a predominately proactive approach addressed to startups, searching to fill key leadership position which contribute to the success of the company and are essential for the next round of funding, e.g. c-level positions
The key to success with Direct Search assignments is a deep understanding of a company’s current situation and their strategy for the future. This should be committed to by all stakeholders at the start of the process. In order to gain such a comprehensive insight, we hold a kick-off workshop prior to undertaking any search activities. This provides all parties with clear aims and a common understanding of the organization and serves to highlight which skill sets of an ideal candidate are required to achieve the goals that have been set. Because we know that a thorough understanding of a company’s objectives is vital for compact and efficient practice, we only begin the Direct Search once this process is complete.
In the first round of the Search we make use of our Talent Pool. This is a resource that we are developing continuously through our network of top-candidates and where quality is ensured through recommendation of successful candidates by experienced Business Angels and Investment Managers, as well as our own assessment for professional and cultural fit.
If there are no matches from our Talent Pool within two weeks, Speedinvest Heroes unleashes the full power of the Direct Search which includes an extensive market screening. Based on that, we develop a target company list and identify suitable candidates.
In this process we prepare a short-list of candidates who fit the agreed profile. With in-depth interviews and careful examination of references, we analyze the compatibility of individuals with the established requirements. Once a person has been selected, we assist with salary and contract negotiation. This includes a placement guarantee.
Finding a hero is one thing but helping them unleash their super powers is another. Speedinvest Heroes has therefore developed an on-boarding and integration program to boost placement success and positive integration.
Adding a new senior member can change a team so much, which is why it’s necessary to clarify how this might impact other employees and the organization overall. With this in mind we deliver various organizational development workshops in various settings, for the affected teams and their new members.
This still leaves the formal integration process and we help with that too. We provide checklists of what needs to be done before a new senior employee starts at the company. And we accompany an organization for six months after the placement has been made, to make sure that the new senior hire is fulfilling the agreed targets.
Finding talent is only part of the game. We want to go beyond that as your advisor and ambassador, in order to win over the best candidates and help you integrate them successfully.