Gibson Global Search is an executive search and selection firm that specializes in recruiting for the sports, leisure, media and entertainment industries. They have developed a proprietary system called i-intro that allows them to pre-screen candidates extensively and provide clients with only 4-6 highly qualified candidates that are perfectly suited for each role. I-intro provides comprehensive online profiles for each candidate that include things like video introductions, assessments, references and benchmarks to help clients efficiently evaluate and select candidates. Gibson Global Search guarantees their placements and offers replacement candidates if ones leave within the first few months.

1. Gibson Global Search Ltd
Piazza Offices, Salts Mill, Saltaire, BD18 3LA
0844 443 5675 | info@gibsonglobalsearch.com | ggs.i-intro.com | gibsonglobalsearch.com
Registered in England & Wales 8289713. VAT 153358117.

3. With i-intro® you can achieve
96% employee retention
and enhance your employer brand.

4. Gibson Global Search is not
your typical executive search
and selection firm.
We have differentiated ourselves by adopting
cutting edge, award-winning technology
allowing us to deliver phenomenal success rates
and guaranteed results.
Gibson Global Search specialises in recruitment and
executive search within the Sports, Leisure, Media and
Entertainment industries. We conduct in-depth
headhunting and networking strategies to locate,
attract and recruit commercial and operations personnel.
Our core placements range from £25k to £100k
salary levels as well as board
level appointments.

5. But here’s what really sets us apart:
We remove any risk from the process by offering a
100% money-back guarantee if a candidate leaves within
one month, and a free replacement service if a candidate
leaves within 12 weeks.
There are almost 20,000 recruitment firms in the UK -
Gibson Global Search is the 53rd to adopt i-intro®.
We spend considerable time on our pre-screening process,
so you will only receive 4-6 candidates that are
perfectly suited to the role, reducing the time required
for you to complete the hiring process.
To schedule an online demonstration of i-intro®

6. Our research process is so refined that 96% of the candidates
placed using i-intro® are still employed 12 months later
(and 93% after 24 months).
We conduct in-depth “market-mapping”, identifying all
potential target candidates and share these details with you,
proving we don’t rely on existing data.
Using our unique i-intro® system, reviewing your candidate
shortlist is fast and easy, delivering comprehensive online
profiles that can be shared with your colleagues,
on any desktop or mobile device, anywhere in the world.
please visit gibsonglobalsearch.com/book-demo

7. Executive Summary
Written by your designated Account Manager,
this provides you with additional,
role-specific information that isn’t on the CV.
Personal Video Introduction
Recorded personally by each candidate,
this allows you to form a first impression,
early in the process.
Key Competency Questionnaire
Using critical information that you’ve
provided, this helps you to assess practical
suitability before you even speak
to each candidate.
McQuaig Behavioural Assessment
After identifying each candidate’s behavioural
traits, we show you a comparison with your
existing top performers, helping you make
an objective hiring decision.
Competency Benchmark Graph
This is a visual comparison snapshot that
allows you to compare each candidate’s
strengths in relation to their expected salary.
Candidate References
References are provided upfront and
include information from past employers,
colleagues and customers.
Key Facts
A snapshot of candidate key facts such as
qualifications, awards and languages.
Original CV
To round things off, a digital version of the
original CV is included.
Our i-intro® system is the core factor behind our outstanding and guaranteed
results. Instead of sending you a batch of inconsistently formatted CVs, i-intro®
delivers a set of comprehensive online profiles that includes:

8. “i-intro® allows the client to avoid wasting time interviewing
unsuitable candidates and produces better matches… it also puts
power back into the hands of the candidate, allowing them
to “speak for themselves” and present the elements of their
knowledge and job history they consider to be most compelling.”
Recruiter Magazine, Game Changer Edition.