Executive Search
Slade Partners has made numerous senior executive appointments across multiple industry sectors. Typically, searches are undertaken to identify industry and competency specialists, or individuals with leadership and experience within a given sector.
Industry focus includes:
- Board and Governance
- Consumer Goods and Services
- Information Technology and Telecommunications
- Banking and Financial Services
- Resources and Energy
- Manufacturing and Industrial Services
- Global Healthcare and Life Sciences
- Sport Administration
- Property, Construction and Facilities
- Government
- Transport and Logistics
The Search Division comprises a national, collegiate team of senior practitioners who themselves have made the successful transition from industry to executive search.
The Division's reputation amongst executive and non-executive directors, means that Slade Partners Executive Search plays a significant role in shaping the Australian business environment.
Complemented by a team of specialist industry researchers, Slade Partners capability to identify the 'invisible candidate' is peerless. Underpinning our search methodology is a rigorous quality assurance processes.
Click here to view a comprehensive list of all the countries involved in EMA Partners
"This global partnership enables us to optimise the needs of our Australian clients with international offices. The EMA Partners network enables us to identify candidates for international markets and also to access high calibre executives for the Australian market."
Executive Chairman, Geoff Slade
Click here to visit the official EMA Partners website
Other services include Board and Organisational Reviews, Psychological, Emotional and Behavioural Assessments and Outplacement Services.
For further information, please contact Bill Sakellaris, General Manager Search & Selection on +61 3 9235 5100, or email bsakellaris@sladepartners.com.au
Our Research Capabilities
Roles We Regularly Recruit
Update on the Executive Search Marketplace
The recruitment market of today reminds me of recruiting in HK ten years ago, which was a candidates market. I well remember finding the perfect candidate for a client, and the client interviewing and agreeing with our assessment. So we referenced the candidate who came up trumps; the client proceeded to offer, the candidate accepted the offer and signed the contract, and was to commence in two weeks time.
We called the candidate before they started, and you know what, they did not turn up to the client’s premises on their first day. When we followed up with the candidate, they had decided to stay with their current employer without advising us.
So what is the message you may ask?
We are aware that many candidates receive counter offers, and that some accept them. Accordingly, client management is as important as candidate management in the current competitive market, and the best client/candidate management tool is communication. Get talking to your candidate, make sure you and the candidate stay in contact during the resignation period, get the candidate to visit the client before they start if you can. Any communication or candidate engagement will help head off any second thoughts and counter offers...
