Executive Search
Open (aperire) new opportunities for Leaders… a whole programme to which we respond by deploying a direct approach methodology, executive search.
Our Practices
We are proud of delivering a unique recruitment expertise. We recruit talents in private functions, general functions and experts across France and the globe.
- VP Human Resources Directors and Managers
- Talent Development Managers and their team
- Social Relations Managers and their team
- Managers and Administrators of staff and pay administrations
- Managers in HRIS, Compensations & Benefits, social management control…
Recruitment of all employees in the financial field in France and abroad.
- Corporate Finance: Finance Directors, Financial and Administrative Directors, Financial Controllers, Accounting Directors, Heads of Controlling, Directors of Internal Audit, Consolidation managers, chief accountants…
- Corporate and Investment Banking: M&A, Equity and Debt Capital Market, Project financing
- Asset Management: Manager (equity, fixed income, diversified, convertible, SRI), Institutional sales, Private banker, RCCI / Reporting / Marketing
- Private Equity: Investment Director, Analyst, Middle Office
- Audit / Financial Advisory Services: Audit, Transaction services, Restructuring
- Real Estate Investment Management: Fund Manager (mutual fund), Asset Manager
We proactively recruit all profiles for legal and tax functions on behalf of firms or law offices.
- Legal Directors and Company Lawyers (in all areas)
- Tax Specialists, on behalf of firms or law offices
- Associates for law offices (M&A, banking & finance, litigation & arbitration…)
- Coworkers (private-equity, competition- distribution, intellectual property…)
We initiate true mergers of lawyers teams and consulting firms.
Our unique leading expertise allows us to recruit talents in fundamental departments: sales & marketing, purchasing & sales, product, technical across France and through the globe.
- Sales Managers and Directors
- Engineers and sales engineers
- Sales / Export
- Purchasing/ Sales
- Marketing Director
- All categories Marketing Managers
- Marketing Researcher
- Marketing Project and Product Managers
Consultant(s)
We offer an excellent one-stop-shop service by recruiting talents in activities such as technical, production, approaches, maintenance, quality but also in purchasing and logistical functions.
- Industrial Directors and their team
- Technology & Maintenance Directors, Managers and Engineers
- Production Directors, Plant Managers and Engineers
- Engineering & Industrialization Directors, Managers and Engineers
- Directors, Managers and Engineers in Quality, Security, Health and Environment
- Purchasing & Logistic Managers and their employees
On behalf of companies and investment funds.
- aperlead proactively recruits executives, CEO and general managers for French and international groups, including their subsidiaries, middle-market companies and SME
- We recruit company buyers in partnership with French and international search funds as well as similar investment funds
Recruitment of all employees in the Real Estate business in France and abroad.
- Real Estate development: Branch management, Real Estate developement, Program management, Construction management, Sales management.
- Real Estate property: Asset management, Fund management, Acquisition/cession division, Compliance and Internal Control management.
- Construction work: Sales management, Technical department, Regional branch management, Operations management, Construction management.
- Design / Studies: Studies management, Architect, Execution project management, Consultant.
- Coordination / Delegated project management: Delegated project and project management, Technical department, Program management.
Consultant(s)
With an ever-increasing demand for expanding its practice range, aperlead assessed the need to broaden its offer in order to support its clients in other projects.
In order to bring you the best of tailored solutions, we surround ourselves with excellent new coworkers specialized in recruitment consulting in the following areas:
- Communication
- Engineers
- IT
- Audit, Consultancy & Expertise
- Executive Assistants & Office Managers
As we continually strive to go above, aperlead can support you in your next recruitment drive or your next career move. Step by step, a specialized consultant stays tuned with you through each mission.
We coach the selected candidates to help them integrate fully into their new structure. We also help them by answering identified issues such as finding their proper place in the CODIR, understanding a new company culture and identifying challenges.
- Audit of the current situation and identification of challenges alongside the managers and the recruited candidates.
- Goals and terms setting of the coaching.
- Support for a specific period.
- Assessment at the end of the coaching period (coach, recruited candidate, manager).
Once aperlead’s recruiting mission is over, certified coaches, who are long-standing partner, take over the onboarding coaching.
Recruitment process in 4 steps
With deep knowledge in an array of specialties, especially in recruiting fields, aperlead undertakes every assignment with the utmost respect for the accurate process. From the first contact to the candidates’ onboarding follow-up, we highly respect an organized and effective management approach.
Comprehension of clients’ needs
We are committed to meeting your objectives in order to offer you the optimum solutions. This is why this first decisive step consists in meeting you in your business environment. Thus, we carefully listen and understand the context of your expectations and the constraints.
At this stage, we start working side-by-side to find the most appropriate strategies and solutions.
At the end of our first meeting, we make a proposal. This enables you to check the accuracy of the information and make sure that we clearly understand the situation, the job description and the desired candidate’s profile.
This phase aims to formalize such agreement regarding financial terms and research methods.
Call for applications
Your aperlead consultant will help you during this second step. They will provide you with clear and regular written and verbal progress reports depending on the frequency you choose. It gives us the opportunity to continue our qualitative dialogue and exchange.
As soon as we receive your agreement regarding the proposal, we launch the identification and interviews of selected candidates. It enables us to present our recommended short-list of candidates to you rapidly. It accurately reflects your academic, technical and cultural criteria previously established together.
The identification and the interviews of selected candidates begin as soon as we receive your agreement regarding the intervention terms in order to be able to present you as quickly as possible a selection of candidates corresponding to the academic, technical and cultural criteria previously established together.
We successfully implement results-driven and consistent methods in direct approach and/ or candidates’ identification through job postings and database search.
Introduction of the candidate to the client
Your aperlead consultant introduces the selected candidates to you and provides a file per candidate.
After each interview, your aperlead consultant carries out a debriefing with both actors. His role is to ensure that candidates remain available and in a position to accept a potential offer. A balanced client/ candidate relationship with the consultant considerably facilitates this step.
We will help you to determine the terms of the employment contract with the utmost respect to two key factors to build a long-term relationship: the market and the contribution/ compensation equity.
Candidate’s onboarding
aperlead takes care of the candidate’s onboarding and sets a contractual guarantee.
Once the employment contract is signed, the agreement is formalized. It does not mean that the assignment is completed nor accomplished.
Your aperlead consultant remains in contact with the selected candidate during all his notice period in order to continue their relationship and to quickly detect any potential problem.
As soon as the candidate joins his new team, aperlead consultant ensures his full integration through successive steps. We regularly inform you of the possible issues we may be facing, also taking into consideration our trust and confidentiality toward the candidate.
This step is essential to lay the foundation for a genuine and sound client/ candidate relationship. Our mission is definitely accomplished once we reach a sustainable relationship between client and candidate, free from any misunderstanding or frustration.
Relationships between aperlead and both actors will last as long as necessary, allowing us to work as a long term business partner with clients and candidates.
Onboarding follow-up
Beyond recruitment process, the integration part is a key stage of utmost importance to build an effective collaboration. In order to ensure its strong durability, we propose to provide the highest quality support with an experienced coach. This enables the candidate to easily understand his new professional environment.
Challenges
To promote the onboarding and motivation into an intricate environment
Goals
To increase the new recruit’s individual performance
To adapt his position and communication to the / his new professional environment
To establish his legitimacy and assist him finding his proper place into the organization
Interests
To secure financial and human investment by perpetuating the recruitment
To improve the current onboarding process
Suggested approach
Triparty interviews with managers, coach and candidate or four-party interviews with the HR Directors. Setting of onboarding goals and validation of support’s terms
Bimonthly coaching sessions: last 1h30 for 4 to 6 months
Possibility to schedule a midway review with the three or four actors
Coaching final assessment
Challenges
To promote the onboarding and motivation into an intricate environment
Goals
To increase the new recruit’s individual performance
To adapt his position and communication to the / his new professional environment
To establish his legitimacy and assist him finding his proper place into the organization
Interests
To secure financial and human investment by perpetuating the recruitment
To improve the current onboarding process
Suggested approach
Triparty interviews with managers, coach and candidate or four-party interviews with the HR Directors. Setting of onboarding goals and validation of support’s terms
Bimonthly coaching sessions: last 1h30 for 4 to 6 months
Possibility to schedule a midway review with the three or four actors
Coaching final assessment
