Our consultants have recruitment experience in 33 countries in the Energy & Commodities Quant, Data & Technology (QDT), Renewables, Sustainability, ESG & Carbon and Investments Industries.
Our team has the in-depth market and industry knowledge that is required for each stage of the talent mapping, attraction, and acquisition process.
We use our vast database of senior executives and network of Falcon Brook relationships to find high quality candidates around the world. Our specialty is finding senior executives with the right skillset and mindset to fit your company’s culture. Once we assess candidates’ experience, track record, knowledge, abilities and capacity to grow with the role, we add them to a short list for client review.
Many of our clients (95%) return to us again and again because they value our service excellence, industry expertise, market insights, honest feedback and advice, and commitment to your success.
Our Recruitment Process
- Role and candidate specifications
- Set milestones
- Candidate mapping
- Individual assessments on suitability
- Provide list or high-quality candidates to client
- Ensure candidate buy in
- Help arrange interviews
- Advise client
- Post Placement interview
- 1 to 1 coaching available
- Team integration
Recruitment Support Scheme
Client Assessment – Coaching based session that provides constructive challenge to assist in assessing your wider recruitment planning.
To understand better the team environment that the new hire will be entering, to identify team challenges that are likely to arise and to provide assistance to the hiring manager and team to help ease the development of new team norms and integration for the new hire.
Candidate Assessment – Pre-hire-to evaluate the potential hire’s real intrinsic motivators to understand their personal values and understand the relative importance of different corporate values to ensure a fit between hiring organisation and new hire.
Candidate Assessment – Post hire -to aid integration and to provide time to work through their hardest career challenges and find new forms of behaviour that will aid in overcoming repetitive behaviour that may have led to previous poor behavioural choices or poor performance.
Succession Planning – Ensuring recruitment has a focus on longevity. Considering the skills of the‘key person’ and how to ensure these skills are passed down to the up-and-coming future stars. Facilitated support to outline what the corporate values are that will attract and retain future stars.
Retention – Coaching and feedback with new hires to discover the relativeimportance of different factors that affect retention and loyalty. This is likely to include cultural issues such as corporate culture, remuneration, management style, gender balance, career opportunities, parental leave and even whole human coaching issues.