Executive Search Nusantara Brochure

Executive Search Network Asia
Executive Search Nusantara

EXECUTIVE SEARCH NUSANTARA

Now under the executive search group Executive Search Network
Asia, Executive Search Nusantara, was one of the first international
executive search firms in Southeast Asia, and was the first to
establish a permanent presence in Indonesia. Originally founded in
1983 in Indonesia, our regional headquarters was established shortly
afterward in Singapore, from which the Asia region was serviced for
one of the largest global executive search groups at the time.

Executive Search Nusantara’s early history focused much on the
markets of Singapore and Malaysia. In 1988, operations were begun
in Thailand. During these years, there was also pressing demand in
Hong Kong and Taiwan, from regional clients.

Indonesia, opened in 1983 as a satellite office, soon began to eclipse
the operations in the neighboring countries just from the sheer
potential of the Indonesian market. By 1993, ESN was the largest
recruitment firm of any type in Indonesia, and all operations were
consolidated in Jakarta in order to service the needs of that market.

In 2003, ESN reopened the market of Vietnam, which had been
serviced by an affiliate up until 1999. In 2005, Thailand, Malaysia
and Singapore operations were reestablished. And in 2007, ESN is
again expanding, this time into the Philippines market, also
previously serviced by an affiliate. In addition, ESN has now re-
forged strategic alliances with old partners covering the markets of
Korea, Japan, Taiwan and China, to assure consistent quality of
service in those markets also.

We continue to follow the printed Principles of Practice and Code of
Ethics of the Association of Executive Search Firms (USA). And our
clients can be assured of receiving the level and quality of service in
Jakarta and around Indonesia that they are accustomed to in other
world markets. All assignments are undertaken based on extensive,
and exhaustive written contracts, which highlight all aspects of the
operations and commercial terms. Fees are charged on a retainer
basis, at the usual international fee levels, and expenses are budgeted
and charged to the client inline with actual expenditures.

info@esn-asia.com Page 1


PROCEDURES GOVERNING OUR OPERATIONS

The Search Strategy

Our systematic approach to executive search normally involves
selecting target institutions and, within those targets, individuals
identified as having the appropriate experience, education and
personal characteristics to meet your requirement. This is done in a
highly confidential manner. Our systematic executive search process
saves a client's top executives valuable time, which can be more
productively spent fulfilling other corporate/institutional
responsibilities. We prepare a comprehensive confidential report on
each candidate, which covers the candidate's working career, those
personal aspects which are relevant to the position and our appraisal
of how the candidate's qualifications relate to this specific
opportunity.

Based on many years of experience, the Executive Search Network
Asia’s philosophy of executive selection is that what a person has
done in the past is the most reliable indicator of what he or she is
likely to do in the future. If an individual has been as effective
performer, thinker or leader, that person will likely bring the same
qualities to the position under consideration. A compelling
personality, for example, means little if it has not resulted in superior
on-the-job performance.

Confidentiality: it is our general policy not to divulge our client's
identity without prior permission. Candidates will not be apprised of
your identity until we have preliminarily confirmed their
qualifications and potential interest. Our usual plan is to defer that
until time of face-to-face interview.

Exclusivity: Executive Search Network Asia establishes an exclusive
consulting agreement with our clients. We expect you not to
separately advertise nor use a competing organization on the same
engagement during the period of involvement. Unnecessary
duplication puts all parties in a potentially embarrassing situation and
may result in the downgrading of the position in the eyes of potential
candidates.



Communications: Establishing frequent and effective
communications between consultant and client is often the key to
completing a search successfully. Our rule of thumb is simple: more
is better than less. The same holds true for the front-end discussions
where we are introduced to the specific issues driving the search. The
more we can learn from a client, the more familiar we are with your
goals, leadership and culture, the more effective we can be serving as
your enthusiastic and informed representative in the market-place.
Many tough searches have been completed because the search
consultant was able to sell as well as evaluate.

Process: Our search methodology would normally encompass the
following steps:

1. Initial Discussions/organizational Assessment: Our first
step always involves personal, in -depth discussions with
our client's key leaders. These sessions enable us to become
knowledgeable about the position, its responsibilities, the
experience and personal attributes of the successful
candidate, and to understand the way in which the position
relates to your strategic objectives. Only with such detailed
knowledge can we be effective in presenting the viability of
this opportunity to the candidates.

2. Position Specification: We then draft a position
description, describing our client, the nature of the
opportunity, and the professional and personal qualifications
required for the ideal candidate. These specifications assist
us in discussing the opportunity with interested candidates
and sources in a knowledgeable and motivating manner. It is
also critical in documenting our understanding of situation
and need; so that you will be comfortable we are moving in
the right direction.

3. Search Strategy: The specification then drives
development of the search strategy. We will review key
elements of this with you as they are developed. During our
initial discussion, we did begin to develop a list of target
locations in which we might locate candidates.



4. We then identify prospective candidates through the full
range of executive search techniques. This includes research
in the form of directory and library science techniques. We
access the Fischer International data base of names from
prior assignments and make telephone sourcing inquiries
among people from reluctant institutions and with our own
network of contacts.

We then contact prospective candidates by telephone. We
provide interested and apparently qualified prospects with
the position specification/candidate profile and ask for a
resume. Typically, we initiate between 100-200 calls to
build a pool of candidates whose backgrounds, experience,
and accomplishments match those sought. We ask that
internal and prospective candidates identified by the client
be forwarded to us. This process avoids duplication of
effort, relieves the client of the burden of responding to such
individuals and allows us to incorporate these candidates
into the screening process.

We then assess potential candidates prior to your meeting
them, screening those candidates identified through sourcing
and other search techniques. This step includes in-depth
evaluation interviews, background inquires and informal
reference checking. Through this process, the field is
narrowed to a limited number typically three to five - of
those exceptionally qualified and interested candidates
whom we recommend for your formal consideration.

Before narrowing the field to finalists, we recommend and
interim review providing you with a range of potential
candidates whom we find initially promising. This would
include a brief summary of their background, compensation,
educational credentials and other information relevant to our
specification.

5. Presentations: Our presentation of finalist candidates is
made to you in writing via a detailed confidential report for
each candidate containing a narrative of their employment



history, any initial references and our summary appraisal.
This is followed by introduction of candidates to the client.

6. Hiring: The final step in attracting an outstanding candidate
is a join effort between you and us. We assist in determining
what is needed in terms of position, resources commitments,
growth opportunities and financial incentives in order to
hire the outstanding candidate. When appropriate, we also
assist in negotiating a mutually acceptable offer.

7. References: It is our practice to directly contact superiors,
peers, and subordinates of current and past employers of the
final candidate(s). The reference checks verify factual data
and report achievements, explore strengths and weaknesses,
and provide insights into personal and professional style and
other attributes. We summarize our findings in writing to the
client and provide a verification of the candidate's education
and any certificates or licenses. In order to protect the
confidentiality of the candidate, reference checks are
typically performed at the end stages of the search process
or at such time as an offer has been extended to the
individual. In the latter case, the offer is made contingent
upon satisfactory reference checks.

8. Follow-up: Lastly, within the first six months following
your successful candidate's starting date, we will initiate a
detailed discussion with that individual regarding your first
weeks together. Your new leader knows that our
conversation will take place with your knowledge and that it
will be subsequently reviewed with you. We have found this
discussion to be an excellent time to reinforce the
correctness of the decision by both parties and to identify
any misunderstandings or misconceptions that may have
developed in the early weeks.

Periodically, during the next 12 months, we will speak with
the successful candidate and you to assess the integration of
the candidate with your organization.



Executive Search Network Asia's Qualifications

An established, international firm with extensive experience in
recruiting senior professionals in all industries assures the advantage
of ready access to prospective candidates in all relevant career arenas
through a state-of-the-art information system, extensive research
facilities and continuity of service.

Our knowledge of the structure, dynamics and financing of
private/public sector organizations and consultative approach to
search assures that we understand your needs and are able to
effectively assist with recruiting, evaluating and selecting candidates.

Our process orientation enhances the probability that a consensus
choice will be made and that all key organizational constituents will
perceive that they have been represented in the decision process and
are committed to the individual selected.

Founded in 1983 in Singapore and Indonesia, Executive Search
Network Asia was the first international executive search firm to
enter the rapidly growing and extremely challenging Indonesian
market. Our dedication to performing high quality search in a timely
manner, now extended throughout Asia, has enabled us to maintain
long-term relationships with organizations around the world and has
made us an industry leader in the proportion of engagements and
referrals coming from former clients. Additionally, we have access to
the international resources of our affiliate firms in other Asian
markets and around the world.

Our consultants are mature, seasoned search professionals who have
had extensive experience in business prior to their association with
the firm. They are supported by a professional research staff and a
state-of-the-art information system. We utilize an internal
computerized database and a complete library of reference materials
and industry publications. These information sources are augmented
by a networking process, which taps the collective experience and
personal network of firm's consultants.



OUR PROFESSIONAL STAFF
Joseph F Keiser has been in the executive search practice
in Southeast Asia since 1985. He assisted in opening the
regional office of one of the major international executive
search firms and served as the Regional Managing Partner
until 2001 when he began devoting all of his efforts to Indonesia. In
the more recent post-financial crisis period, more focus has been
given to the other developing economies of Southeast Asia,
especially Thailand, following the requirements of client focus. Mr.
Keiser is a veteran of our industry, having successfully completed
many assignments for both multinational and local clients in
Singapore, Malaysia, South Korea, Hong Kong, Indonesia,
Philippines, Taiwan, Thailand and Vietnam. Besides his East Asian
experience, Mr. Keiser previously worked for one of the best-
recognized consumer goods companies in building up their
operations in the Middle East and Africa. Originally from America,
Mr. Keiser speaks Bahasa Indonesia and is well versed in the
Southeast Asian cultural environments.

Ati Prayitno is our top ranking Indonesia in charge of
our Research Department. Javanese by birth, as Senior
Consultant she is able to gain access to the full
complement of information resources required for the
successful completion of all of our assignments. Ms. Ati is
responsible for all assignments within Indonesia and overseas. She
joined us shortly after the office was first opened in Indonesia.

Jarunee Dulyasatit is our top ranking Thai in charge of
our Thailand domestic searches. Originally from
Bangkok, as a Consultant and Recruiter she is able to
gain access to the full complement of information
resources required for the successful completion of all of our
assignments. ”Koong” is responsible for Candidate Development on
all assignments within Thailand. Fluent in English and active in
community projects, she joined ESN from one of the largest Thai
conglomerates.



EXCERPTS: MARKET SEGMENTATION STRATEGY

INDUSTRIES SERVED:
 Consumer Goods Industry
 High Technology Industry
 Pharmaceutical Industry
 Oil / Petrochemical Industry
 Mineral Extraction Industry
 Financial Institutions
 Local Conglomerates
 Trading Companies
 Agribusiness
 Transportation / Cargo
 Manufacturing
 Hospitality Industry
 Automotive Industry

GEOGRAPHIC DESPERSION/EXPANSION TARGETS

1. Jakarta/JABOTABEK
2. Indonesian provinces
3. Singapore
4. Kuala Lumpur
5. Bangkok
6. Chonburi
7. Ho Chi Minh City
8. Hanoi
9. Manila/GMA
10. Phnom Penh
11. Vientiane
12. Yangon



HISTORY:

 1983 Jakarta Operations established
 1985 Singapore Regional Office established
 1985 Kuala Lumpur office established
 1983 - 1989 IndonesiaHandled from offshore
 1988 Thailand Operations established
 1989 Fully-licensed Rep office opened in Jakarta
 1991 Indonesia PT Company formed and gazette
 1992 All operations consolidated in Jakarta Regional Office
 1993 Achieved leading position in Indonesia market
 2003 Entered Vietnam market (affiliate closed 1999)
 2005 Reestablished Singapore/Malaysia/Thailand operations
 2007 Entered Philippines market (affiliate closed 2000)
 2007 Re-Established affiliate relationships in Korea, Japan,
Taiwan, and China

PHILOSOPHY:

 quot;Professional Client Service Comes Firstquot;
 quot;Do not Compromise the Processquot;
 quot;Reputation Brings in Businessquot;
 AESC Principles

CLIENT BASE:

See Our Website for a Representative Listing
www.esn-asia.com



FUNCTIONAL DEMAND:

 Human Resources
 Finance/Accounting/Auditing
 Marketing/Brand/Sales
 General Management
 Manufacturing/Operations
(Q.A., Plant, Production, Engineering, Materials)

DEMAND REQUIREMENTS:

1. Qualified Local Nationals
2. Asian Expatriates
3. Western Expatriates

For the first category above, companies try to manage their own
recruitment unless the internal manager recognizes the value of
qualified professional managers and the difficulty in locating them. In
the second category, Asian expatriates, where salaries are relatively
low, our fees are not unattractive. In this category, companies will,
again, attempt to do this in-house, unless the company recognizes the
difficulty in locating appropriately qualified candidates and the value
of making a correct hire. The third category, in many countries, has
also usually been done in-house as there were few international firms,
in most countries, which could help the hiring firm and, in almost all
cases, the fees are seen to be astronomical. Our raison-d'etre is the
value added by the qualified professionals who are identified by our
locally-resident qualified professionals. Due to the number of
executive search 'carpetbaggers' encountered in most Southeast Asia
countries over years, we encourage our clients that trust must be won;
trust should never be assumed.



STANDARD DOCUMENTATION:

 Proposal/Contract : pages + pages
 Job Specification : Minimum pages and post acceptance
 Personal Characteristics
 Candidate Presentation
 Candidate Interim
 Candidate Signoff
 Interim Client Status Reports
 Contract Completion
 Hands-off termination

TERMS:

 All work on retainer basis
 , varying by country
 Minimum Fees are waived
 Invoicing at initiation/shortlist/acceptance
 No guarantee of success, per AESC guidelines
 Minimum 6 months warranty of work
 2 year hands-off


Executive Search Nusantara Brochure

Executive Search Nusantara Brochure

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