The Executive Search
Innovative Executive Search That Delivers Results.
In Search of Tomorrow’s Leaders
“We want to find leaders who can shape the future, and we’ll do whatever it takes to find them”
Great leadership is the cornerstone of progress and success, and we make it our mission to identify, attract, and retain the visionaries who will transform your organisation.
The Search Process
Briefing
RESEARCH
Sourcing and Evaluation
Shortlisting
Our first step in any project is to get to know the business, the immediate team and the culture. Where possible we will sit down with all parties that will regularly interact with the position to build a team profile and source the individual who will elevate the team. We will also discuss all relevant skill sets and experience required. This information is then compiled into a Candidate brief so that you can confirm our understanding.
Once confirmed, this information will help create a “Client Profile Pack”, which is a bespoke online brochure, specific to each project. This brings the project to life and furnishes the candidates with the knowledge from the briefing, and in a wonderfully designed brochure. This is an incredibly powerful tool and plays a key role to the success of the project.
Based on our comprehensive brief, we map the market, create a report analyzing metrics such as experience levels, tenure in business and diversity. After presenting you with this detailed information, we sort the sourced individuals into priority lists. This is another step building a greater understanding of the person that would fit the business and its culture.
Once the priority list has been agreed, we go into the market to discuss the opportunity with potential candidates. Providing them with a full brief, with a clear and consistent message that you want communicated to the talent market. Our aim is to not only find the right person for this opportunity, however, to leave each prospective candidate with such an in depth and positive impression of the business, that any ‘no’ is in fact, a ‘no for now’.
All candidates are evaluated through interview, psychometric testing and references before recommendations are presented. Throughout the project, we hold regular update and calibration meetings with all stakeholders that allow us to react to the feedback from the market.
At point of Shortlist, you will be presented with a detailed report containing the candidate’s technical skillset but also everything else that will help you make a decision on whether they are the right person for the position. You will also receive a report that details market feedback, your currency as an employer in the talent market and the outcomes of all conversations held.
At this stage, a trained member of the Senior Rytons Associates Team will sit down and help you interpret the psychometric tests.
Rytons Associates will fully support both candidates and clients through out the interview process. This means being able to suggest interview questions or areas to probe based on testing to organising venues.
Once we have reached the point of offer, we are able to broker any negotiations that may arise. However, with a clear messaging between all parties throughout, we aim to already have the details agreed prior to this stage, continuing the positivity from both side.
The period between accepting an offer and joining business can often be the most stressful time for a candidate and often where many successful searches fail.
During this period, Rytons Associates go above and beyond the support usually provided. We facilitate a meeting with the candidate (usually in a social setting) at least once a month, initially with the hiring manager and the candidate, and eventually the team. This means the on-boarding process doesn’t start on day one, but from the moment that the contract is returned. Meaning, when the candidate walks into the office for the first time, they already feel like a member of the team and as importantly, the team are familiar with their new leader.
We remain in touch with the candidate throughout their first year and beyond so we can support with any teething problems they may have settling in. We are there to ensure they are successful.
NPS – Keeping Ourselves Accountable
The Transformative Power Of Great Leaders
A great leader is like a catalyst that can propel an organisation forward with positive change. They have the ability to:
Inspire Teams: A great leader isn’t just a manager; they are a mentor, a source of inspiration, and a cheerleader for their team. They know how to motivate and bring out the best in every team member.
Drive Innovation: They are the creative force behind an organisation’s progress. Great leaders encourage innovative thinking, ensuring your business stays at the forefront of its industry.
Navigate Challenges: In a constantly changing world, challenges are inevitable. Great leaders have the resilience and adaptability to steer your organisation through even the most complex hurdles.
Foster a Positive Culture: They are skilled in shaping a culture that encourages collaboration, open communication, and a shared commitment to the organisation’s goals.
Promote Diversity and Belonging: They understand the value of a diverse workforce and promote inclusivity, creating an environment where every voice is heard and valued.
Maximise Efficiency: Great leaders optimise processes, eliminate inefficiencies, and ensure resources are used to their fullest potential.
Empower Decision-Making: They trust their team to make decisions, which fosters accountability and enables faster, more responsive decision-making.
Achieve Results: Ultimately, great leaders are results-oriented. They set clear objectives and lead the way to achieving them, ensuring your organisation’s success.
