This is the company newsletter of Stanton Chase Sofia. In this issue we discuss talent management and the demand for professionals in the FMCG, Industrial, Technology and Pharmaceutical sectors. We also share some of our expertise, as well as local and global executive search news.
Welcome to the the third annual newsletter of Stanton Chase Sofia. We discuss current trends in talent acquisition and development, we give you the point of view of our clients and long-term partners and we share how we do it - by being a team.
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
Welcome to the the third annual newsletter of Stanton Chase Sofia. We discuss current trends in talent acquisition and development, we give you the point of view of our clients and long-term partners and we share how we do it - by being a team.
There has been a 40% increase in demand for HR project leads in the interim space; candidates that have experience working across a number of client groups, and those that specialize in HR restructures and organisational change have been highly sought after.
We believe in building programmes and initiatives that really support our local communities and one big subject that is close to everyone's hearts is the future of our young people. That's why we have created our Rising Stars programme - part of our 'Championing young people's futures' initiative.
This takes the form of a range of activities, programmes and workshops all with the common aim of developing understanding and passion for the world of work and not only through children and young adults but also through their support network, allowing us to help parents, guardians and carers find the right skills to guide and nurture the best decisions.
Today, Asia-Pacific—and in particular the fast-emerging
nations in its midst—is once again taking centrestage in
the worldwide marketplace. This is the Asian century, and the region’s organisations—
as well as the talented individuals that lead them—
are going to need to adapt, fast.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
The IT&C Talent Map Report is our annual account of the talent market in Romania. We base it on insights we have from over 100 clients per year and 500 placements, as well as from surveying and networking with over 20,000 IT&C professionals.
The report aims to highlight the hotspots of the IT&C industry and clarifies certain key-questions that both companies and employees have to answer before taking strategic decisions, vital for their future growth and development.
Key Content
Overview of the IT&C talent market
The most representative facts & figures in technology recruitment
The most important technological hubs in the country
Number of graduates per cities
Required / offered salaries & salary packages
Required foreign languages
Tips & tricks for employers & employees
Management of a recruitment process, etc.
It’s time for HR to step up – to introduce and
lead the enterprise to the value of talent
management. It’s time for HR to revolutionize its role.
This e-book is explaining how HR needs to work in the future.
The report is for in-house recruiters and HR professionals working within technology businesses. Alternatively, if you are looking to hire a technology professional in any other industry, this report will be useful to you.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in High Tech want.
The Current State of Employer Brands in Hong KongUniversum Global
Presentation for SCMP-CP conference.
1. Students are going for more for job security.
2. International banks = going down - Asian banks = going up
3. Big 4 accounting firms are getting more attractive
Today, Asia-Pacific—and in particular the fast-emerging
nations in its midst—is once again taking centrestage in
the worldwide marketplace. This is the Asian century, and the region’s organisations—
as well as the talented individuals that lead them—
are going to need to adapt, fast.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in Finance want.
The IT&C Talent Map Report is our annual account of the talent market in Romania. We base it on insights we have from over 100 clients per year and 500 placements, as well as from surveying and networking with over 20,000 IT&C professionals.
The report aims to highlight the hotspots of the IT&C industry and clarifies certain key-questions that both companies and employees have to answer before taking strategic decisions, vital for their future growth and development.
Key Content
Overview of the IT&C talent market
The most representative facts & figures in technology recruitment
The most important technological hubs in the country
Number of graduates per cities
Required / offered salaries & salary packages
Required foreign languages
Tips & tricks for employers & employees
Management of a recruitment process, etc.
It’s time for HR to step up – to introduce and
lead the enterprise to the value of talent
management. It’s time for HR to revolutionize its role.
This e-book is explaining how HR needs to work in the future.
The report is for in-house recruiters and HR professionals working within technology businesses. Alternatively, if you are looking to hire a technology professional in any other industry, this report will be useful to you.
Every year, Kelly Services conducts a comprehensive survey of talent issues in many industries the world over. It is one aspect of an aggressive campaign to help the world’s companies understand what attracts, engages and motivates workers. This report is covering our findings about what workers in High Tech want.
The Current State of Employer Brands in Hong KongUniversum Global
Presentation for SCMP-CP conference.
1. Students are going for more for job security.
2. International banks = going down - Asian banks = going up
3. Big 4 accounting firms are getting more attractive
A study of senior Knowledge and Information Management professionals within the professional services sector by TFPL Recruitment and Sue Hill Recruitment highlighted the adoption of AI and digitisation in the sector, in addition to the continued importance of skills development, talent attraction and retention. Lee and Neil will look at how Knowledge and Information Management teams are transforming in what is arguably the most exciting time in the profession’s history.
PSD Group IT & Business Change - 2013 Salary Survey & Employment Trends Report. For more information go to:
http://www.psdgroup.com/IT_Business_Change_Salary_Survey_Employment_Trends.aspx
The Forum for In-house Recruitment Managers (The FIRM) and The Write Research Company have partnered on the development of this Strategic Talent Acquisition Report designed to form an analysis of the on-going transformation of resourcing strategy and practice in the UK. The Report focuses on the following areas:
- The increasing strategic importance of talent acquisition
- Key priorities for Resourcing professionals
- Measuring the effectiveness of talent acquisition strategies
- The capability and expertise of in-house teams
- The development of talent pipelines aligned to workforce plans
- Career pathways for in-house Resourcing professionals
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To stand out from the crowd is challenging for any recruitment business and it depends very heavily on the people you employ, the training and development they receive, and the leadership from the directors and managers.
What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
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Explore our most comprehensive guide on lookback analysis at SafePaaS, covering access governance and how it can transform modern ERP audits. Browse now!
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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1. JUNE 2013
1
STANTON CHASE SOFIA NEWSLETTER
Darina Peneva,
Managing Director
d.peneva@stantonchase.com
During the last several years we are living in times when
some of the most often used words are economic crisis,
decrease of purchasing power, stagnation and even
recession. At the same time companies in all sectors are
targeting further development of their businesses as
well as increase of both sales and work efficiency. How
could this happen in such a complicated environment?
The answer is very simple – the key factor for success is
human capital. HR professionals are once again facing
challenging times.
The main request for them is to help business leaders
manage successfully risks such as shortage of skills and
skill gaps, succession planning, globalization of the labor
market, managing virtualized teams and maintaining
highlevelofperformance.Inaddition,thetaskofbuilding
long-term loyalty is more and more related to the
demand for developing alternative incentive schemes
that would“touch”employees and motivate them to stay
in the company. Among the key priorities for HR is focus
on the roles at all levels of the organization in regard to
the expertise, skills and competencies needed to secure
achievement of the strategic business objectives.
The topic for talent management is as hot as always.
However, companies start realizing that it is not always
possible to retain the best talent in all functions. Thus
their focus is gradually being adjusted mainly to the
strategic roles in their organizations. Among the
competenciesmostrequired
from HR professionals are
business understanding,
development of business
thinking and alignment
of their language and
actions with those of the
business. Last but not least,
technologies are becoming
more and more important
for the overall HR process
in terms of the use of tools
for information analysis and
strategic decision-making
regarding human capital.
Current challenges in talent management
Editorial
STANTON CHASE SOFIA NEWSLETTER
In tune with the local,
connected to the world
1
We are pleased to announce
that Stanton Chase Bulgaria was
awardedtheregionalPerformance
Excellence award for outstanding
performance in 2012. Internally
the company celebrated its
best year by personal and team
recognition awards.
The award for target
overachievement and billing went
to the Industrial practice group
team – Dobromir Minkov and
Bissera Stoyanova.
The Technology team celebrated
highest rate of client satisfaction
and team efficiency – Darina
Peneva and Elena Rusanova.
Two teams were awarded for
highest placement rate – Life
Science & Healthcare and
Consumer Products and Services
– Biliana Djambaska and Irina
Andonova.
2. JUNE 2013
2
STANTON CHASE SOFIA NEWSLETTER
During the last few years Bulgaria became an attractive destination for outsourcing of particular functions and activities such as:
inbound and outbound BPO in call centers and support centers; software development; finance & accounting; payroll, HR, etc.
In 2012 the outsourcing sector achieved its highest growth not only within the ICT industry but also in comparison to the other
economic sectors in the country.The number of employees in the sector is app. 14 000 – 15 000 FTEs and is expected to increase
up to 40 - 45 000 FTEs by 2017. Meanwhile, revenues in the sector are expected to double within the next 2 years.
Bulgaria is among the preferred countries for outsourcing due to several factors: high level of education, strong technical
competencies, competitive language skills, low level of both salaries and running costs, and last but not least, attractive
geographical positioning close to clients’ organizations. All these boost opportunities for the sector in comparison to other
typical outsourcing countries. However, expectations are very high both in terms of level of fees and quality of service. Thus
local outsourcing companies are focusing their activities in attracting new clients from mature markets in Western Europe
and US where they are facing extremely high competition. In addition, high demand for employees on the entry level of the
organizations forces companies to search for a pro-active and long-term partnership with high schools and universities so to
assure their successful development. According to the Bulgarian Outsourcing Association our country has very good chances to
be among the top 10 countries for outsourcing in the word.
Outsourcing and software development companies have been very actively recruiting for the last several
years.We have noted several tendencies for 2012:
- outsourcing companies explored opportunities to start up offices in the countryside, in towns with
universities and relatively high level of unemployment;
- bilingual professionals were needed for entry level positions at some newly opening BPO centers as
well as at already existing call centers;
- sales positions for external markets opened at local outsourcing companies intending to widen their
range of services;
- there was an increasing lack of competencies on operational management level, due to fast growth
and well-developed policy for internal promotions;
- programmers, senior software developers and QAs with proven track record were mostly needed
at local software development companies; foreign competitors seemed to be more attractive to
experienced developers.
- sales and marketing positions opened most frequently in telecoms due to the current regulation
situation and the high competitiveness of the market.
- IT spending in all sectors was reduced and as a result vendors were devoted to optimizations.
Our prognosis is that the market will be more than welcome for experienced professionals.
Darina Peneva
d.peneva@stantonchase.com
Elena Rusanova, Research Associate, Technology
e.rusanova@stantonchase.com
Bulgaria - a paradise for ITO and BPO services in the CEE region
The opportunity, the challenge and the risks
The professionals needed
2
3. JUNE 2013
3
STANTON CHASE SOFIA NEWSLETTER
Consumer Products and Services
overview and tendencies
An executive recruiter calls me -
now what?
Despite the difficult market situation, 2012 was interesting and
challenging for the Consumer Products and Services prac-
tice group at Stanton Chase and the companies we partner.
Тhis was the most successful year for the practice group
since the business of Stanton Chase was established
in 2006 – we marked a noticeable increase in recruit-
ment projects in the sectors we service – consumer
products (including manufacturing), out of home /
B2B / foodservice, distribution services (including re-
tail), luxury products and marketing services. Strong
competition for highly specialized financial and sales middle management roles, as well
as for specific leadership roles in the manufacturing operations, was what we observed
in 2012. Most of our assignments were within the supply chain and commercial func-
tions.
In 2013 companies continue to pursuit the right talents to drive their businesses, fo-
cusing not only on ex-
pertise and experience,
but also on attitudes
and personal qualities
such as independence, ability to influence and to drive changes.
A challenge we continuously face is the low level of mobility of
professionals within Bulgaria; yet, the tendency to migrate to the
capital remains valid.
Hiring decisions for 2013 in big FMCG companies, as expected, are
driven by the following: changes in top-management teams, pro-
motions on a group/ corporate level, organizational alignments and geographical movement of regional hubs. We anticipate
businesses to continue recruiting top- and middle-managers as well as experienced project managers for their commercial and
supply chain operations. Supporting functions (financial, HR, etc.) are less often on demand.
Even if you are not used to these types of calls, act professionally
and present yourself with self-respect. The last thing on the
researcher’s mind is to make you feel uncomfortable and to
jeopardize your relationship with your current employer.
- Executive search firms work on behalf of their clients to help
them fill in key positions in their organizations
- In order to do that, they identify the best match between the
client’s needs and your profile, which includes:
• Work experience
• Areas of professional development
• People and/ or project management skills
• Personality match with corporate culture of the client
- The role of the executive consultant is to be as open as possible
about the company and the position. Have in mind that
sometimes a search might be confidential.
- It’s up to you to validate the attractiveness of the opportunity.
Do not take it personally if you do not make it to the next round. If the preliminary research
identifies 200 prospects, in most cases probably 50 to 60 will make it to the so called long-list and
only up to five in the short-list. It’s up to the client to make the final decision. And it was them who
provoked the search in the first place.
Irina Andonova, Senior Consultant CPS
i.andonova@stantonchase.com
Yuliana Popova, Research Associate, CPS
u.popova@stantonchase.com
According to Business Monitor International’s report,
revised 29th April 2013, Bulgaria is expected to reach a
slight level of recovery in 2013, with forecasted real GDP
growth of 0.5%. The forecasted fiscal deficit in 2013 is
0.3% of GDP. Thenationaldebtisexpectedtocontinuefall-
ingfromthecurrentlevelof17.8%ofGDPto12.6%by2020.
A researcher at Stan-
ton Chase pre-selects
professionals with the
necessary expertise
and checks their in-
terest in potential op-
portunities for career
change.
A consultant at Stan-
ton Chase leads the
project and evaluates
key competencies
and professional mo-
tivation and validates
work experience de-
tails
3
4. JUNE 2013
4
STANTON CHASE SOFIA NEWSLETTER
Duringthelastcoupleofyearsmost
manufacturing plants in Bulgaria
have been forced to decrease their
costs, on the one hand, in order to
achieve lower prices of production,
and to increase efficiency and
productivity, on the other. There is a positive tendency in that
direction – the GDP per worker increased with 3.8% for 2012
compared to the previous year. However, customers have
became more demanding when it comes to delivery time,
quality of production and overall service. As a whole, Bulgarian
plants in the industrial sector produce mainly for foreign
markets. Most of the production is
labour intensive, a kind of internal
outsourcing of big international
industrial companies. The rest are
the so called “ex-socialist time”
privatized plants that are trying
to adapt to the new local and global business environment.
A slight, but good tendency during 2012 was that some
of the international investors in the production sector
started to outsource and opened not only labour intensive
productions, but also more technological ones with focus
on engineering and R&D activities.
Most owners and top executives try to decrease labor costs and believe that the big number of unemployed experts actively
looking for a job will give them the chance to attract professionals on relatively lower salaries than it was possible several
years ago. However, we still are in “the eye of the hurricane” and few top professionals have the experience and ability to go
through the current economic situation. In that respect skilled and experienced people with the appropriate abilities to lead
their companies though the crisis are not that easy to retain and attract. At the same time the employers are able to evaluate
the abilities of their employees in real tough situations and find a lot of gaps in their skills.
Employers are becoming more and more demanding and look for“super stars”without being ready to revise their salary
policy regarding professionals of this calibre. Meanwhile these professionals are aware of their importance as key players in
their current teams, which makes it more difficult to attract them.
Employers are looking for better for less, while employees with outstanding performance are looking for safe, predictable long-
term business relationships.
The above described situation is a deficit of skilled employees and there is no equilibrium point in the demand and
supply of top professionals.
Some managers in the sector are still not convinced that in order to attract top performers they should sometimes pay even
more than it was considered relevant in 2007 (before the so called Crisis). Of course, it is part of our challenge as consultants to
identify the new leaders who could support and boost the business of our clients.
The Industrial sector in Bulgaria is searching for professionals with multifunctional or cross functional expertise
for positions that require: financial and maintenance
comprehension; project management and production/
engineering abilities; design or maintenance managers with
soft skills abilities; business development managers with
industrial engineering experience and very good financial
understanding. The problem with the lack of foreign
languages in engineering, production and maintenance
teams still exists.
TopmanagersandownersoftheplantspresentedinBulgaria
should continue investing in their human capital to keep the
company’s talents in their organization. They should continue
their development programs, attracting the most appropriate
leaders as a good example. In that respect employers could
also create the appropriate business and working environment
where their personnel feel sufficiently motivated: better on-
boarding,clearsuccessionplans/careerpathandclearcompany
structure with separated responsibilities.
Demand and supply of top professionals for the Industrial sector:
no equilibrium point in 2012
4
JUNE 2013STANTON CHASE SOFIA NEWSLETTER
Dobromir Minkov
d.minkov@stantonchase.com
Bissera Stoyanova
b.stoyanova@stantonchase.com
Statistical background – the official unemployment
for 2012 is 12.3 %; the annual economic growth
is 0.8 % , inflation - 4.4 % (Jan’2012 – Jan’2013).
The Industrial Тeam
Dobromir Minkov
Partner
Bissera Stoyanova
Research Associate
5. JUNE 2013
5
STANTON CHASE SOFIA NEWSLETTER
The Life Science & Healthcare Sector is one of the most stable sectors of the Bulgarian economy - it
has remained at the level of 4% of GDP for more than 10 years. Although growth in sales of medicines
slowed down in 2012 (to only 5.2%), it is obvious that the market continues to grow despite the crisis.
Nowadays, the pharmaceutical business operates in a highly dynamic and challenging environment
– it faces constant and on-going changes in state regulations, delayed payments of the state to the
pharmaceutical manufacturers and decreased cash in the population, which considerably affects
the direct “private” purchases. At the same time, the National
Healthcare system does not function efficiently and
effectively. Although a noticeable growth in sales
of drugs is not expected for 2013, there are some
anticipations that the hospital market will
mark a rise up to 4%.Growth in sales of OTC
products, generic products and food
supplements is also expected to continue.
In 2012 a lot of pharmaceutical companies went through
optimizations and structural changes at middle and senior
management level. There are more and more legal and
compliance requirements which means that in 2013 along
with the typical demand for positions in Sales and Marketing,
we also foresee vacancies for experienced professionals with legal,
compliance and pharmacovigilance expertise and knowledge. The
Market Access Manager role within pharmaceutical companies will become
even more strategic.
Mrs. Biliana Djambaska joined the company in 2006. She has gained 7 years of executive search experience working as a
researcher in assignments servicing multinational and leading local clients in 4 sectors – FMCG,Technology, Pharmaceutical and
Financial. In 2012 Biliana took up the position of Consultant for the Life Science and Healthcare practice group.
Ms.Yuliana Popova joined the company a year later to support the administrative, marketing and PR activities of the company.
During the years Yuliana supported different stages of the executive search process – mainly for FMCG, pharmaceutical and
financialcompanies.SinceNovember2012YulianahastakentheroleofResearchAssociatetosupporttheConsumerProducts
and Services practice group.
Mr. Dobromir Minkov joined the company in 2008. He took up the role of Senior Consultant for the the Industrial, Natural
Resources & Energy and Logistics & Transportation practice groups. This year, as a recognition for his efforts in the
development and promotion of the local organization and services, he was promoted to the position of Partner in Stanton
Chase International.
Life Science & Healthcare Sector
Reality Today
Promotions in Stanton Chase Sofia
JUNE 2012STANTON CHASE SOFIA NEWSLETTER
Biliana Djambaska, Consultant
b.djambaska@stantonchase.com
5
JUNE 2013STANTON CHASE SOFIA NEWSLETTER
6. JUNE 2013
6
STANTON CHASE SOFIA NEWSLETTER
Key indicators according to local and global associations
of executive search companies
• According to a global survey by AESC (the Association of Executive Search Companies), senior executive mobility in 2013 will
be powered by the following 3 factors:
- Better role/ increased responsibility (75 % of 400 respondents)
- Increased total compensation (59 %)
- Change to a more stable industry (50 %)
• In terms of functions, the respondents identify greatest shortage of talents in Engineering, General Management/CEO/COO,
Board of Directors and Business Development
Stanton Chase Sofia
81B Bulgaria Blvd., floor 6, Sofia 1404
Tel: +359 2 962 2931; Fax: +359 2 962 8347
sofia@stantonchase.com
www.stantonchase.com
6
• The reason why organisations in Bulgaria hire executive
search companies include the profile of potential candi-
dates– top and middle management functions, confidenti-
ality, current market overview, deadlines and professional
execution.
Key indicators according to local and global associations of executive search c
Dobromir Minkov, Yuliana Popova
According to a global survey by AESC (the Association of Executive Sear
executive mobility in 2013 will be powered by the following 3 factors:
Better role/ increased responsibility (75 % of 400 respondents)
Increased total compensation (59 %)
Change to a more stable industry (50 %)
In terms of functions, the respondents identify greatest shortage of tale
General Management/ CEO/ COO, Board of Directors and Business Dev
42%
37%
32% 29%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Engineering General
Management/
CEO/ COO
Board of
Directors
Business
Development
Functions with greatest shortage
of talent globally
According to a survey by BESA (Bulgarian Executive Search Association)
130 top managers, the functions companies use executive search for ar
Marketing.
34%
15%
12%
0%
10%
20%
30%
40%
Sales Finance Marketing
Functions for which executive search
companies are most often hired Bulgaria
The reason why organisations in Bulgaria hire executive search compan
of potential candidates– top and middle management functions, confid
market overview, deadlines and professional execution.
Key indicators according to local and global associations of executive search companies
Dobromir Minkov, Yuliana Popova
According to a global survey by AESC (the Association of Executive Search Companies), senior
executive mobility in 2013 will be powered by the following 3 factors:
Better role/ increased responsibility (75 % of 400 respondents)
Increased total compensation (59 %)
Change to a more stable industry (50 %)
In terms of functions, the respondents identify greatest shortage of talents in Engineering,
General Management/ CEO/ COO, Board of Directors and Business Development
42%
37%
32% 29%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Engineering General
Management/
CEO/ COO
Board of
Directors
Business
Development
Functions with greatest shortage
of talent globally
According to a survey by BESA (Bulgarian Executive Search Association), conducted among
130 top managers, the functions companies use executive search for are Sales, Finance and
Marketing.
34%
15%
12%
0%
10%
20%
30%
40%
Sales Finance Marketing
Functions for which executive search
companies are most often hired Bulgaria
• According to a survey by BESA (Bulgarian Executive Search
Association), conducted among 130 top managers, the
functions companies use executive search for are Sales,
Finance and Marketing.
Biliana, Yuliana, Darina Dobromir and Bissera – a successful team
“Row, row, row your boat, Gently down the stream. Merrily, merrily, merrily, merrily, Life is but a dream”