SpenglerFox works around the globe. Set your location to ensure you see the right content information for your country.
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That’s why more and more companies rely on us to find the exceptional people they need. With our globally networked ATS and CRM systems, we can keep track of senior executives wherever they are in the world. Our search is shaped and driven by each client’s specific needs.
We are centred around our clients and our candidates. It is our mission to ensure that every client and candidate experience ends in a high level of satisfaction, no matter how complex their needs may be.
We’re experts in sourcing the very best talent in and for global markets. We revel in the opportunity to explore and research new markets, assisting organisations to overcome the challenges and finding and growing the talent that will help them to succeed.
Finding talent for hard to find and mission critical profiles is our specialty. Our researchers are second to none and will leave no stone unturned in the search of the perfect candidate with the most obscure but critical skills.
We are completely independent and wholly owned, allowing us to be totally agile. Our clients experience the same degree of service excellence regardless of their location. Our consultants are highly mobile and technologically enabled.
In local knowledge on a global scale. We operate a network of strategic hubs worldwide that allow us to cast our net deep into previously unexplored territories whilst retaining a stable base.
We work hard to ensure that our professional ethics are adhered to at every level of our organisation. We believe that trust is at the heart of any successful engagement.
There is nothing we love more at SpenglerFox than the satisfaction of achieving the seemingly impossible, the satisfaction of completely fulfilling a client’s needs by finding the perfect candidate. Whilst we have the agility to move at speed we also have the endurance and determination that ensure constant focus on long term projects. Our in-depth processes allow us to build trust and long lasting relationships with our clients across the world.
Before engagement we anticipate the potential needs of a client and identify a dedicated project team. This ensures that we can commence our search immediately on assignment confirmation.
Following engagement, search methodologies are identified and a project plan and timescales are agreed with our client. All searches are managed by at least one dedicated researcher and specialist consultant. All searches are supervised by the local Country Manager and regional Practice Group Leader.
Our mission is to find talent. Whilst our primary focus is direct search which is carried out by our talented team of local and regional researchers, we also deploy a variety of secondary search methodologies. These include searching our industry leading database, networking in both the physical and virtual environments and news searches to name but a few.
Our philosophy of transparency and sharing information ensures full project visibility across our international practice group network. This gives us access to expatriate, repatriating and international candidates in real time.
Following the identification of the candidate longlist we initiate shortlisting through a detailed and comprehensive short- listing process. This commences with initial telephone interviews which assess a prospective candidate’s suitability for and interest in the position. Once this has been confirmed, candidates are subjected to in-depth one-to-one interviews with the project’s lead consultant.
The interview format is a combination of non-directive discussions to assess the candidate’s personality and communication skills, as well as competency based interviews.
Finally, unless otherwise directed by our clients, our preferred candidate undergoes psychological profiling in the form of the Saville Consulting psychometric testing. Following this rigorous assessment we select those candidates that we deem most suitable for the role and the client organisation based on competencies, experience and motivations and present the shortlist of candidates to our clients.
The SpenglerFox shortlist presentation takes the form of a detailed assessment report, which contains information on the candidates’ personal, behavioural, academic and professional profiles, including a rationale in which we explain why the candidate should be considered for the role. We then review the shortlist with our clients and action any feedback received.
At SpenglerFox we consider it our duty to manage the shortlist of candidates through the client interview process. This ensures complete discretion and the minimum amount of disruption to our client’s organisations in what is often a sensitive process. Following interviews we will then review & discuss the performance of each candidate with our client.
SpenglerFox provide formal offers & rejections to candidates on behalf of our client. We support our client in the preparation and presentation of the offer to the successful candidate. This is then followed by discussions with both the client and the candidate.
Following acceptance of an offer, we work in partnership with our client and candidate to identify integration needs and plan the successful integration of the candidate into their new organisation. We also facilitate on-boarding where required.
We are absolutely committed to quality and as such it is imperative that we are able to gauge whether we have successfully met our client’s and candidate’s needs. Consequently, after every placement we carryout in-depth service reviews with our clients. The feedback is then reviewed by an internal panel of Country Managers and our Managing Director to ensure maximum client satisfaction and promote a culture of continuous improvement.
We find talented individuals for a range of different management levels within organisations, including:
We also specialise in finding highly skilled professionals for a range of positions, including but not limited to: