Search & Advisory
Achieve your business objectives by hiring the right leaders for decision-making positions
For times when there is a change in the company's and/or area's strategy, changes in the existing functional scope or the creation of a non-existing scope of action that may arise. flow works with the requesting client and HR in the context of business requirements and profile requirements, thus creating a better understanding of what the organization expects from the profile and the challenges ahead for the company and the area, as well as the executive. in the function. If the client wants to evaluate internal executives for promotions, change of area and compare with new performance arising from an exercise carried out in Scope Design, Flow can carry out assessments of the company's internal executives. The same product is already coupled to the Search product when Flow has an open project and needs to evaluate, in addition to the market, executives nominated by the company for the chair. In the case of the assessment, there is no comparison with executives/market mapping, only versus the constructed chair.
With the addition of mapping*, in the Scope Design - Assessment process it is still possible to check the market for profiles and scopes similar to the one designed. *candidates are not approached at this stage. If the client wants to evaluate internal executives for promotions, change of area and compare with new performance arising from an exercise carried out in Scope Design, Flow can carry out assessments of the company's internal executives. The same product is already coupled to the Search product when Flow has an open project and needs to evaluate, in addition to the market, executives nominated by the company for the chair.
The hiring of management/advisory advisors, or specialist members of thematic committees, who will provide an external vision to the company's strategic decision-making process, pulling and ensuring the implementation of structuring agendas that aim to perpetuate the company for the medium term.
For times when the team needs to be reinforced for specific functional assignments or knowledge gaps/new agendas for the functional structure. selection of professionals at a senior management level, who contribute to the best results in their functional area, connected with leadership guidelines and integrated with the business.
Selection of executives and C-level when there is a need for immediate adjustment to a new strategy and change in the company's operations and performance, and functional area or for moments of succession without internal alternatives in the company itself (when there is, the assessment is applied to comparison to the market)
Different moments can be present simultaneously in different areas
Perform everyday routines; Get possible results in the current configuration.
who does not have a defined succession;
Hiring specific knowledgein a functional area;
Executive assessmentare they ready for the challenges already designed?;
Design of requirements of profile and/or positionfor the agenda steps that will help the executives seeking high performance.
Change of status quo: Make relevant changes to strategy and processes.
Restructuring of an area
or more (e-level to middle management) that is not performing in accordance with the proposed strategy and agenda .
Hire an executive to lead and accelerate the transformation
designed when the team does not have to wait for internal training or there is a window of market opportunity.
Introduce business practices; Implement management models and tools.
Completely structure a new area
and/or company;
Create new BU/vertical business
and/or area;
Acquire previous experiences and achievements through hiring
from those who have already experienced this challenge
Nós da Flow sabemos que o trabalho de um headhunter é muito mais do que preencher posições em aberto. Por isso, contamos com um time de consultores em executive search com ampla experiência e conhecimento nos diversos setores da economia.