About
Sourcing and recruiting top-level employee is one of the hardest HR tasks and a very delicate matter because executives and top managers are the very people who influence the company's development, its financial indicators, and efficiency of staff. Recruiting high-profile professionals is further complicated by the fact that such candidates don't search for jobs themselves, don't post their CVs anywhere, and don't disclose their contact details. They must be "hunted", a process which might be beyond an organisation's internal resources.
With more than 30 years of experience in the Russian recruitment market, Antal Talent has built an extensive proprietary network of candidates and long-standing relationships with senior professionals across multiple industries. Our Executive Search practice is led by experienced consultants and practice leaders with deep sector expertise and well-established connections with C-level executives and business leaders. As a result, our consultants can often identify a highly relevant target pool of potential candidates immediately after reviewing a client's brief, significantly accelerating the executive search process while maintaining a high level of precision and confidentiality.
Sectors of search and recruitment
Antal Talent has extensive recruitment expertise across a broad range of industries and functions, supported by a well-established network of candidates and market contacts. While we successfully deliver recruitment projects across many business areas, we have developed particularly strong expertise in the following specialist disciplines:
- IT & telecom
- sales staff
- marketing & PR
- logistics and transport;
- law
- HR
- finance and accounting
- production
How do we select candidates?
- At the initial stage you send us a job description and your requirements for the candidate. We consult our databases, employ our professional network and references, and do primary interviews in the format of a business dialogue.
- Upon your request, we can make an emphasis on candidates from companies with a corporate culture similar to that in your company. This is important if you wish to avoid misunderstandings about working conditions and relationships in the team and help the specialist feel comfortable in your organisation to enable them to be as efficient as possible.
- At primary interviews, we go through the job requirements and conditions in a tactful way, without disclosing the name of the company, and discover the candidates’ true motivation.
- After primary interviews we provide you with the fullest information about the career path of each finalist, their professional qualifications, personal strengths and weaknesses, and their zones of proximal development.
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Benefits of partnering
Risk minimization
Partnering with Antal Talent for Executive Search reduces hiring risk and significantly shortens the time required to identify and appoint senior leaders. Our consultants apply a comprehensive assessment methodology, evaluating candidates across multiple dimensions, including leadership capabilities, industry expertise, cultural fit, strategic thinking, and long-term potential.
Drawing on many years of sector-specific experience, our Executive Search specialists recognise critical success factors that may not be immediately apparent to an in-house recruitment team. This combination of market knowledge, executive assessment expertise, and industry insight enables us to identify leaders who are not only highly qualified but also well aligned with your organisation's strategic objectives and corporate culture.
Deep understanding of the market
Our negotiation method is characterised by market knowledge, both in terms of salaries in the industry and in terms of all possible options for compensation package and incentives for a particular employee.
Favourable attitude of candidates
At interviews with high-profile specialists we position the vacancy in such a way as to accommodate their interests and requirements for the new place of work.
Time saving
You will be able to make a fully informed choice within the shortest possible time and hire the most suitable specialist. Delegating the first stage of interviews will save a considerable amount of the time you would spend searching for a top manager to match your criteria.
Time frame
The time required for recruitment depends on the scope of search, i.e. on the requirements and the professional area (broad or narrow). With mid-level professionals, two weeks is usually enough time to provide a selection of the best candidates. Executive search, however, may take longer.
Guarantees
3-6 monts of a guarantee period we set for executive positions. If a placed employee is not suitable, we find a replacement free of charge.
98% of our placed candidates pass probation
Cost
The cost of executive search and top-level employees recruitment is based on the salary that the company is ready to offer to candidates. It is also linked with the complexity and the specifics of the industry. Our managers will discuss particulars with you and will give an exact figure after processing your request.