I was born and raised in Istanbul where I studied to become an electrical and communications engineer. I ended up working in the executive search sector; most recently in the Industrial and Manufacturing Practice Group at SpenglerFox.
I worked in sales and business development for 25 years. I was eventually approached by the SpenglerFox executive search company to come work for them. Their contacting me happened at just the right time, for I was considering a career change and a role with less travel. It took two years and five rounds of intense meetings, but I ended up here.
Generally, the processes are the same. In both roles, you are looking to find the right person for a specific role. “Headhunting” is more of marketing term that had been previously used to reflect the challenge of finding highly-skilled people for critical professional roles. That term tended to reflect the perceived aggressiveness of the process. In executive search, we tend to deal with C-suite level positions that focus on company strategy and leadership.
The process has evolved mainly based on how clients perceive the market. The market for placing new talent is now more global. So, we address all projects from a global perspective working with all the experts in our team to provide input. The most critical aspect of search is communications. There has to be chemistry between ourselves and the client. A successful search process always starts with a very good brief: we sit down and talk to the client about what they want and what they need. The client has to trust us: they need to see that we understand their business, how leadership interacts with employees, and that we can deliver the right talent to execute the given role. The process is not just about one-off assignments: businesses grow and change and, for us, this means we need to monitor our clients' evolution and develop relationships and care programs that are responsive to their changing needs.
Communication is critical. To be a good executive search consultant you need a strong level of social and emotional intelligence. You have to view assignments from a global perspective, sometimes taking a deeper look at what clients need just as much as what they want. Success in our industry involves having a superb network of contacts and knowing our clients’ businesses from back-to-front.
My favorite question to ask is “What makes you happy?" I ask this both generally (about life) and specifically (about career). Other questions I like to put to candidates include “Can you define an ideal leader?” and “What does success mean to you?” These questions usually give me good insight into the candidate and help me get an idea of their work process, what metrics they use to evaluate other employees’ success, as well as their ability to manage and delegate work.
For me, failure is a relative term. I think we all have different measures for where we think we “should” be at any given moment in our careers and this defines how we feel about success or failure. I can remember a time at a former company when I really wanted to move to a role at the company's offices in Switzerland. I had delivered on my work, executed well but, in the end, I didn't push hard enough. I later realized that perhaps I didn’t want the move as much as I thought. If I had, I would have pushed myself much harder.
I think I’ve been successful because of my openness and my honesty. Plus, I am very eager to learn. I think my approach to our business as a positive, but analytical, thinker has helped a lot. So much of what we do is about how we speak, how we approach people and how we deliver on client requests. I think my biggest success has been learning how to engage with clients and deliver specific messages. This has helped develop trust and personal bonds over the years.
The key thing here is that we’re not selling a product. We are changing peoples’ lives. That’s why we integrate follow-up tools into our placement support processes. We have a multi-phases review scheme to monitor how candidates are doing and to discuss their satisfaction. As a rule, I also make calls to candidates right on the first day. I want them to know that we care how they do in their new role and are willing to pass relevant information back to their bosses so that management can work to improve onboarding processes. Finally, follow-up with candidates is definitely an investment that pays off, because many times over we’ve received very good referrals from people we’ve successfully placed. They trust us and know their colleagues will be in good hands with us.
I’d say because of our commitment to candidates and our thoroughness in managing the placement process. We do client feedback reviews and most often they compliment us on our communications process, our support programs, speed of response and our integration of coaching services into our search process. There are many other businesses out there that do what we do. However, we invest a lot in relationship-building. We place emphasis on our trusted advisor role. We also focus on a borderless approach to doing business, where we leverage the contacts and know-how of experts in our global practice groups to find clients the best talent available on the market.
Essentially, there are two routes. Either you join the business as an intern and then gradually move to a consultant role. Or, in other cases, people move to this business after having worked for several years in a specific industry segment. I think that, afterwards, to thrive in our business you have to have a strong interest in people: in building long-term relationships. People in our business advance and succeed because of a willingness to learn and take on new skills. Our business is constantly evolving and we increasingly see impact from sector overlap (i.e. integrating disciplines like tech and psychology) and the need to learn continually.
I think your best talent comes from people who are willing to engage. You want someone with people skills as well as emotional and social intelligence. It truly depends on the situation though. Some businesses may feel that the top talent is the executive that performs best; the one who meets quarterly targets. Others may define success as the manager who finds the best solutions to problems. At SpenglerFox, we do our best not to pigeon-hole talent or insist on working within the paradigm of traditional roles. In some cases, we help clients define and place candidates in jobs that hadn't existed in the past. Top talent is able to work across disciplines and inspire and motivate colleagues and teams with their problem-solving skills.
The Governance Revolution: What Every Board Member Needs to Know, Now! SpenglerFox CEO, Jens Friedrich, invites Deborah Hicks Midanek to discuss her recently published book 'The Governance Revolution: What Every Board Member Needs to Know, Now!' Deborah is a veteran independent director, a pioneer in the corporate restructuring industry, and a serial entrepreneur. Widely respected for her turnaround skills, she has diagnosed and remedied problems for over 60 corporations and facilitated the growth of nearly 30 other ventures, including her own. Described by the late Fletcher Byrom, CEO of a Fortune 25 company, as a “pure thinker” – quickly gaining a deep understanding of complex problems and demonstrating an extraordinary ability to assimilate information and craft resilient solutions. More_on_Deborah_Hcks_Midnek.pdf Size: 161 KB Deborah_Hicks_Midanek_Slide Deck.pdf Size: 920 KB
A White Paper/Conversation with Industry Leaders What GlobalBusiness Leaders Have to Say about Successful Product Roll-outs and Meeting KPIs. The following paper includes insights from executives representing a handful of global companies. These individuals serve in roles such as general manager, business unit head, regional marketing leader and supply chain manager. They have experience working all over the world and represent markets such as Asia, the Middle East and Africa, North America and Western Europe. When speaking with them, the team at SpenglerFox sought to map the current environment for acquiring new leadership and managerial talent. Our discussions also focused on how this talent helps their organizations ensure the success of launching new products on the markets where these businesses operate and how these manager-leaders set KPIs to evaluate and measure the success of said launches. WhitePaper_TheEssentialsOfTalent.pdf Size: 1.07 MB
Rex was hired as a Project Director for a multinational factory in China. He held a similar role with another multinational before accepting this new position. The recruitment process was rigorous and exhaustive with many rounds of interviews with various department heads at regional and global levels. Rex was offered the position and accepted, reporting to his new boss (The Global Head of Supply Chain) who was based half way around the world. In his new role, Rex did not directly manage a team, however, he was responsible for managing several department heads that did not report to him. Rex was also responsible for updating all key stakeholders at headquarters on a project’s status. Sadly, Rex only lasted one year in this role, since he was not able to match the performance expectations of multiple stakeholders. This is a situation where Rex would have benefited from executive coaching. Amidst the daily demands of his job and the expectations of his stakeholders, Rex needed to better manage his focus while making strategic decisions at every moment to achieve goals and make progress. Like Rex, every level of management can benefit from coaching. But the individuals who benefit the most from executive coaching are those who are motivated to pursue growth in their personal and professional lives. In most cases, new hires at every level do not receive enough support for grasping an organization’s culture. Michael D. Watkins, Professor of Leadership and Organizational Change at IMD and author of “The First 90 Days: Critical Success Strategies for New Leaders at All Levels,” explains that all new hires at every level must gain insights into the values, norms, and guiding assumptions of an organization. At the same time, they must navigate the very fine line between working within the existing culture framework and seeking to change it. Executive coaching is a natural next step in working with companies transform their businesses and aligns perfectly with my own life purpose and passion. I have been working as a retained executive search consultant for over 10 years, helping companies succeed by finding the right leaders as a search consultant, and then coaching these senior executives to reach their fullest potential. Transitions are always difficult for any organization. Whether through an internal promotion or an external hire, most senior executives receive only a basic orientation and onboarding. In a recent Harvard Business Review article, “Onboarding Isn’t Enough,” co-author Michael D. Watkins finds most companies are doing little to support the onboarding process. “Nearly all large companies are competent at the administrative basics of signing leaders up, but that level of onboarding does little to prevent the problems that can arise when working with new colleagues and grappling with unfamiliar cultural norms and expectations,” Watkins says. In my discussions with HR decision makers and business leaders about their biggest challenges, I have learned that many companies are trying to transform their organizations in a marketplace where disruption is constant. In this VUCA environment, some of their strongest business leaders were not performing as successfully as they once had and were having difficulty adapting to change, new market landscapes and new processes. These are very common themes and challenges that I consistently hear from companies in my travels. I realized that as an executive search consultant, my value in impacting a company positively stopped at the recruitment and hiring process. I knew that I wanted to continue helping clients and executives succeed beyond the appointment of a senior leader, and this is why I began executive coaching. Technology advances in the last several years have created a much faster and more complex world. According to the renowned mindfulness expert Rasmus Hougaard, our attention in the workplace is under siege. We are constantly under pressure, always on, overloaded with information and trying to work in distracting environments. Executives today face many more challenges in adapting to change and successfully keeping pace with these complex work environments, compared to ten years ago. Authors Thomas H. Davenport and John C. Beck in their book, “The Attention Economy: Understanding the New Currency of Business”, advocate that understanding and managing attention is now the single most important determinant of business success. Coaching positively impacts a company’s bottom line by helping executives remain present, be focused and make optimal moment-by-moment decisions that deliver optimal results. As I look back at my work as a search consultant, my most fulfilling moments were helping executives achieve their goals. Many senior executives in Asia, Europe and the US have reached out to me to explore job opportunities, but also seek career guidance. With every inquiry, I always tried to take the time to share my thoughts and advice. In doing so, I felt I was giving back to those who mentored me throughout my own corporate career. Many search firms like SpenglerFox offer executive coaching and HR consultancy services in addition to traditional retained executive search. To receive further information about the executive coaching services, please contact Mary Kramer at email@example.com. About the Author: Victor Filamor Victor Filamor was SpenglerFox’s Country Manager Hong Kong and Asia Consumer Practice Leader in 2007/8. He is currently a Partner and Certified Executive Coach with a retained executive search & leadership advisory firm in Hong Kong and Singapore specializing in the Consumer & Retail and Industrial sectors. Prior to his executive search career of over a decade, he had 25 years of P&L management, as well as marketing, sales and operations management experience with Consumer and Industrial Fortune 500 companies and Asian multinationals. He has lived in four countries across Asia Pacific.