Frequently Asked Questions
We answer them. Anytime.
Clients
How do you motivate your candidates to accept a job offer?
I don’t.
It is my task to outline opportunities, chances and challenges and to enable the client and the candidate to take informed decisions.
If the new opportunity is a logical next career step for the candidate and a promising solution for the client, no convincing is needed. If they hit it off, the decision to collaborate is usually taken within days.
What differentiates you from other Executive Search Firms?
A lot.
We are specialists recruiting specialists and have a profound knowledge of the Legal, Tax and Compliance Market generalist recruiters hardly can keep up with.
Understanding lawyers and the technicalities of their jobs is often considered a challenge by internal HR departments. They are very grateful for our translation of legalease.
Legal line management appreciates to have a sparring partner who speaks their language and is able to consult on the development of job profiles and the appropriate search strategy.
On which Seniority Levels do you recruit?
From Junior to General Counsel roles.
We are working with Linked In – why should we take advantage of your services?
Linked-In is a fabulous tool – I use it myself embracing technological change.
However, with over 414 million members it is a large data base and using it compares to the search of a needle in a haystack. If you are looking for a specialized profile you need to be a savvy user. It is one of our core competences.
We are complementing Linked-In researches with our access to a well established professional network of Swiss and international specialists and specialist advisory services to ensure added value in your recruitment process.
What are the advantages of Direct Search?
With Direct Search you are reaching candidates who are not yet officially on the job market, but are ready to move if an appropriate opportunity comes along their way.
For candidates Direct Search is opening doors maybe a little earlier as they would have opened them themselves. For clients it is the possibility to enlarge the pool of best talent when filling your vacancy.
Do you recruit only Swiss based candidates or do you recruit internationally?
We are often working for international companies based in Switzerland, who build international legal teams here and are working with international candidates.
In one of our last assignements we sourced a British candidate who was on a temporary assignment in Asia at the time of recruitment for a Pharma position in Basel.
How do you source your candidates and do you have access to very senior candidates?
After 7 years of looking for talented legal, compliance and tax specialists we do have access to a sound network of highly qualified and specialized individuals. We keep in touch and have built trusted relation ships with a lot of them over the years.
Linked In and external research complement and update this network constantly.
How do you ensure candidates actually talk to you when you first contact them?
It is a matter of building trust within the first minute of a conversation. Authenticity, transparency and competence are key to key to keep the conversation going.
How important is the money for a candidate’s decision to move?
In my experience the opportunity of personal and professional growth on the job and the possibility to change their working environment increasingly are more important than money.
But there are exceptions to this rule.
What are your fees?
Our advisory services are tailor made to the needs of our clients. Fees vary accordingly.
