2. INTRODUCTION
 Established 2001
 Offering solutions in talent search & HR-expert services
 Offices in Brussels, Ghent and Warsaw
 Team of 15 experienced consultants in house
 Core business in BeNeLux
 Strong EMEAA-network with local partners

3. OUR BUSINESS
Focus TTa
talent search
HR-expert services

4. TALENT SEARCH
 Direct & executive search
 Recruitment insourcing
“Did you think about your own people?”

5. DIRECT & EXECUTIVE SEARCH
 In-house developed search methodology and process
 Executives & specialists
 National and international

6. RECRUITMENT INSOURCING
 Internal or external
 Temporary or permanent
 Lower total cost of ownership vs. actual
 High quality
 Incorporation of our network and database
 Sourcing, selection, interviews, screening and advice

7. OUR SEARCH PROCESS
 Sign search contract and service level agreement
 Agree on job description, search strategy, search planning
and target company list
 Provide copy of our search methodology and code of
ethics
 Start search with weekly update
 Select, interview, screen, present and guide the most
suitable candidates
 Follow-up candidate after he/she starts new job

8. SEARCH PLANNING TOOL
Customer: ……………….................................................................……... Position: ……………….......................................………….. Date: ..…/……/20....
Country: ……………….....................................…......…..
Target date
quarter / year
month
week
0 Contract signature
1 Acceptance position description by customer
2 Acceptance search strategy and target companies by customer
3 Start-up research activities
4 Debrief customer on search proceedings
5 Screening long listed candidates and first selection
6 CrossInternational face-to-face interviews candidates
7 Interview reports and cv's short-listed candidates to customer
8 Interview candidates by customer
9 Final selection candidates by customer
10 Contract negotiations customer and final candidate
11 Final candidate signs contract
14 CrossInternational follow-up customer and hired candidate
Customer delivers input or takes action
CrossInternational delivers input or takes action

9. OUR CODE OF ETHICS: CLIENT
A professional vacancy management
1.CrossInternational develops a professional relationship with the client and analyses his needs in consultation with him.
2.We provide our client with clear information on our services and methods, in a transparent manner.
3.We only accept assignments that are authorized in accordance with the regulations in force.
4.We only accept assignments if we have the necessary expertise.
5.We inform our client of any existing conflict of interest and only accept an assignment if all parties involved expressly agree to
leave aside such a conflict of interest.
6.We only accept assignments relating to positions that are really vacant or that will be vacant in the foreseeable future.
7.We perform a thorough analysis of the vacant position including job description, job profile and salary package.
8.CrossInternational is the client’s professional representation when dealing with candidates. We provide truthful information on the
company and the vacant position and inform candidates of the outcome of their application.
9.We submit regular progress reports to our client (2 weekly report at least). Moreover, we provide our client with a report on each
candidate on the shortlist.
10.We guarantee a professional advice and adopt a respectful, impartial and non-discriminatory attitude. We follow the same rules
when assessing candidates who have been identified and integrated in the procedure by our client himself.
11.Although we guarantee a professional advice when proposing candidates, the client is responsible for the final choice of the
candidate.
12.The client and CrossInternational both agree on how we will follow up the successful candidate after the placement.
13.We always specify the terms and conditions of the guarantee in the contract.

10. Client’s Employees Protection: off-limits agreement
CrossInternational shall never approach candidates that have been hired through its intermediation. We will also refrain from
approaching other client employees for a vacant position elsewhere, as long as we have a commercial relationship with the client
concerned, unless the employee him/herself has expressed the wish to move to a new job and having communicated this
internally. Failing such a commercial relationship, the off limit term will be one year at least.
Confidentiality and Discretion
1.All employees working for CrossInternational shall not disclose any confidential information that has come to their knowledge in
the performance of their tasks.
2.We shall ensure that all parties involved show the utmost discretion towards candidates. Communication of personal data for
any purpose irrelevant to the assignment is not allowed.
3.We shall show particular discretion and precaution when approaching candidates in the exercise of their professional activity.
Timing: The contract between the client and CrossInternational includes a specific schedule for each phase of the process.
Fee
The parties make a written agreement on the fee that will be charged. We shall not accept or request a remuneration of whatever
kind from anyone else than the client. Under no conditions shall we accept payment from a person for finding him/her a job. This
principle exclusively applies to placement activities of CrossInternational.
Contract
1.The arrangements between the client and CrossInternational are set down in a written contract.
2.The contract includes among other items:
– elements that guarantee a professional vacancy management (assignment description, …)
– term and scope of client’s employees protection (off-limits agreement)
– a commitment to respect professional secrecy and discretion
– a commitment regarding the timing
– clear arrangements about the fee, expenses and mode of payment

11. OUR CODE OF ETHICS: CANDIDATE
1. Potential candidates are informed as objectively and completely as possible about the vacancy and job profile enabling them to
decide whether to take part in the selection procedure.
2. When a candidate submits his/her CV, he/she will receive a reply within 10 working days.
3. We shall show particular discretion and precaution when approaching candidates in the exercise of their professional activity.
4. During the procedure, the candidate is entitled to any relevant information about the company and its organization scheme, the
job description, the working conditions, as well as the current stage of the procedure and the name and contact details of the
consultant in charge of his/her application.
5. The candidate must be treated with respect throughout the procedure.
6. In accordance with this principle, a candidate will not be presented to the client before he/she has given his/her consent thereto
or he/she has been briefed by CrossInternational
7. The candidate has, upon request, a right of access to his/her personal data. In addition to this right of access, the candidate may
also ask for a copy of his/her record.
8. Candidates who have actually applied for a vacant position may ask for an attestation mentioning the date and hour of their visit.
9. References may not be taken up before the candidate has given permission in writing (email is accepted). When the CV explicitly
mentions testimonials, this may be considered as an implicit authorization.
10. In the context of a specific vacancy, we commit to informing all candidates of the outcome regarding their application within 5
working days after the decision. Has been taken. CrossInternational will provide feedback on this decision.
11. We respect the privacy of candidates. We commit to requesting and using personal data only when relevant for an assignment
and with the consent of the candidate.
12. When asking questions or giving tests, we make sure that they are relevant to the assignment with regard to duration and
content.
13. Employees of CrossInternational must act respectfully, impartially and without discrimination (with regard to gender, disability,
race, age...) and must be guided by their sole professionalism. However, a distinction can be made if relevant for the vacant
position or if required or authorized by the law.
14. In order to protect the candidate’s interests, employees of CrossInternational shall keep a certain ‘professional distance’, which
means that they shall not mix up professional and non-professional roles. Such a mix-up, if existing, has to be notified.

12. HR-EXPERT SERVICES
 HR consulting
 Assessment & development centers
 Coaching
 Training
 Outplacement

13. HR CONSULTING
 Strategic HR support during mergers & acquisitions
 HR due diligence, integration planning and communication
 Change management support to the organization on HR
aspects
 HR audit
 Operational HR support (procedures, policies, …)
 HR interim management

14. ASSESSMENT & DEVELOPMENT CENTERS
 Assessment center (AC); we test, evaluate and advice
with regards to potential candidates for a specific job
 Development center (DC); we test, evaluate, advice and
support executives and specialists in their personal
growth and career development

15. AC & DC TOOLS
 Koan personality test (validity 84%, reliability 81%)
 Role play
 Simulation exercise
 In-depth interview
 Reporting
 Video-taping and feedback
 AC: recommendation
 DC: personal development plan

16. COACHING
 Team coaching for middle and top management
 Individual coaching for key people

17. TRAINING
 Self-coaching
 Interview techniques
 Sourcing & selection
 Performance interviews & appraisals
 Customized training programs

18. OUTPLACEMENT
Operational support, advice and communication during the
process when people need to leave the company

19. POSITIONING
“We focus on the key people that
make the difference in your company!”

20. WHY WORK WITH US?
APPROACH
•Project Management
•Pragmatic, hands-on, no-nonsense
•Effective and thorough processes
•Quality certified
PRODUCT
•Talent search
•HR-expert services
CLIENTS
•Long-term partnership based on trust
•Key sectors: ICT, construction, energy,
automotive & engineering
NETWORK
•Offices in Brussels, Ghent and
Warsaw
•EMEAA-network with local partners

21. OUR ADDED VALUE
 We help out when there is lack of time or competence
 We intervene when discretion is desired
 We bring external objectivity
 We operate with high ethical and quality standards
 We deliver results on time

22. SOCIAL RESPONSIBILITY
 Certified member of Federgon
 Annual fund-raising campaign for charity projects
 Pro-bono services to NGO’s
 Sponsoring “Vlaamse Vereniging Autisme”, “Fitkids” en
“International Brussels Music Festival”

23. YOUR CONTACT
CrossInternational
17, Blvd. General Wahis
1030 Brussels, Belgium
+32 (0) 2 609 58 70
Follow us via LinkedIn
www.crossint.eu