Finance & Accounts Roles
We Partner with Clients across all our Industries, We help them hire high quality leadership talents (sourced globally wherever necessary / appropriate) for filling strategic positions such as CFO’s, Financial Controllers, Head-Audit / Tax / Budgeting / Financial Planning and Analysis etc.
Specifically to clients in the BPO/KPO & Shared Services space (Third Party / Captives Shared Service) this service cluster helps hire leadership talent for roles requiring deep financial cluster domain experience for positions in Operations, Migrations/Transitions and General Management.
Banking – Retail/ Corporate/Private/Specialist Banking.
Financial Services – Retail/HNI/Institutional Asset Management, Wealth Management, Retail & Corporate Lending. Electronic Payment Services.
Specialist Consulting – Audit, Tax, Assurance, Risk, Actuarial, Analytics, Turnaround, Policy Advisory and General Financial.
In terms of engagements, we have executed searches across Front / Middle / Back Office areas, covering Origination, Investment Research & Management, Sales and Relationship Management, Trading, Risk Management, Structuring, Operations, Technology, Finance, Human Capital, Investor Relations, Techno Functional Roles within F&A Vertical and other Corporate Service Functions in addition to General Management searches for Top Management positions.
Frequently Asked Questions
The hiring process begins when a company identifies the need to fill a position and ends when a candidate accepts a job offer. The typical steps of the recruitment and selection process vary depending on the role and company. But, most hiring teams build their hiring process around these four stages:
Planning. Hiring managers usually need to get the job opening approved before posting the job ad. They should also discuss the recruiting budget for their position, prepare the job description and assemble their hiring team. Attracting candidates. This stage involves any action hiring teams take to fill their hiring pipeline with qualified candidates (e.g. candidate sourcing, job advertising and asking for referrals.) Selecting candidates. The most important part of a candidate screening phase is the interview. Screening calls, job application reviews and pre-employment tests help ensure that hiring teams interview the best candidates. Offering the job. If all goes well, this process involves drafting and sending a job offer email to your desired candidate, who accepts it. Sometimes though, candidates may choose to negotiate their offers or reject them outright
A hiring process flowchart is a visualization of recruiting steps and how they connect. A flowchart is a good way to communicate your recruitment policy in a concrete and memorable way to both hiring teams and candidates. For example, you could use a flowchart to present recruiting steps to hiring managers. Hiring flowcharts can get more complex if you add more actions, decisions and phases, as well as different stakeholders
1) We understand the science of success. Our groundbreaking Four Dimensional Executive Assessment provides the most holistic perspective on the market today – covering candidates’ competencies, their personality traits, what drives them, as well as the experiences that are aligned to the role 2) We know the market. We embed job grading, job description, and salary benchmarking into the executive search process through our proprietary Executive Snapshot process, giving clients confidence not only that they are choosing the right candidate, but also offering them a competitive reward package based on the role’s unique level and requirements.
3)We deliver results. C-level executives hired with our assessment methodology are eight times more likely to be promoted within three years.