Employers turn to head-hunters when hiring into senior roles and ones they find difficult to fill themselves. And right now, we’re working on a classic example.
One of our clients wishes to quickly ramp up their sales in the French market, they have a window of opportunity to seize market share whilst they have a competitive advantages. However in France their contact base is limited and they do not have the time nor resource in-house to find the person themselves.
They’re looking for someone to grow a sales team from 2 to 7 salespeople fast without compromising quality. Remit is to sell into France’s biggest companies, requiring a pro-active, clever approach and smart navigation of the power bases.
Stakes are high, a lot to gain and a lot to lose.
Here’s the headlines…
The company and role:
The person and personality type I’m looking for:
This is a real job, if you’re interested contact me firstname.lastname@example.org +44 1344 724 654
The first 100 days of employment within any business represents a golden opportunity to cement your place in the organization and build a platform for ongoing success, or to relegate your future career with the organization to ‘catch-up’ mode. Even worse, some people will manage to kill their future prospects with an organization before they get their seat warm. Regardless of the role in which you join an organization, the first 100 days is a golden opportunity to make a positive impact and be sitting on top of the world by day 101.
Some things in the overall list will be more important than others and will vary from role to role and business to business, but by the end of the first week you should have a plan in place for the first 100 days that either captures all of the following elements, or allows you to cross any of them off for a well-founded reason.
In this article we outline what’s considered best practice – derived from original research sourced from business leaders, management & leadership trainers and performance & career coaches. In addition, we have included an addendum for those people assuming sales leadership and senior sales roles in which performance can be more clearly identified – and some additional insight to maximise chances of getting off to a successful start and avoid placing yourself at early risk.
Click on the link below to read our white paper which covers….
Presenting yourself | Building your network | Meeting expectations Setting
Personal Objectives and Development Plans | Specifics for CXO level
Pre-requisites for Sales leadership & senior sales
What worked and was good enough 5 years ago is no longer good enough today.
Standards and expectations by those people making executive hiring decisions are rising – the content you include and logic needs to be sharper.
And the image you present, should show you to be up to date not dated – we hope this contemporary CV Resume template may help guide to create a CV which is current and up to the minute in it’s styling and the tips we’ve embedded enable you to showcase your strengths.
And to remain at the top table, if you are moving from one exec position to another CXO to CXO or senior management into the exec CXO team, you need a CV Resume which represents you at 100%, not 60% of what you are.
There are three key aspects you should be aware of…
You can view an example of how to best layout your CV Resume together with tips, in the candidate zone in this web site.
‘HEAD-HUNTING’, aka ‘executive search’, is the process of identifying, enticing and securing senior executives into key positions. And ‘retained executive search’ is where an external search firm is paid an up-front fee to fill a business critical appointment. [Read More...]
Today, you can expect people making business decisions to check out customers, suppliers and prospective hires on social media and linkedin.
Most people in the hiring seat, will not only look through someone’s CV but also check a prospective candidate’s linkedin profile and in some cases facebook.
The more senior the position, the more that is expected and the greater the competition.
As head-hunters we are driven primarily by the needs and interests of our employer company clients who pay our fees however most of our candidates are not active job seekers, are busy and tend not to have sharpened up CVs nor Linkedin profiles – so we thought it appropriate to give some tips.
Linkedin Profile Example - Click here to view an example and tips.
In 2011, Arena has relocated its Slough office to Windsor. The new office located between Ascot, Bracknell, Maidenhead and Windsor is easily accessible in the Thames Valley. Located within a large period mansion house, giving us and our clients’a practical and prestigious working environment, and interview facilities.
Often executives at our hiring employer client firms, undertake interviews at our offices – the ability to do so enables them to hire into roles in confidence and many people chose to do so in “cloak and dagger” situations – where the incumbent job holder is not aware his or her position is being replaced.
Arena saw a record number of new starts attributable to hiring demand from next generation vendors in September.
This month Arena has an assignment book / head hunting assignments currently including CEO, CIO x 2, Group Sales Director and Sales Director ~ Global Accounts.
Arena completed searches for assignments including a Sales Director EMEA search for a US early stage social media monitoring company, an emerging and exciting market.
Arena completed searches including Client Solutions Director with a global Tier 1 Consulting Services practice. The remit is to advise clients about strategy, evangelise and design solutions in Cloud, big data and business transformation, Sales Director, Central Government with a Cloud vendor, Sales Leader, Platform as a Service various other senior sales roles.