Executive Network Group was founded in 1999 through a partnership between Matthew Ellis and Pertemps Recruitment Partnership. It has since grown into a leading specialist recruitment firm through organic growth and acquisitions of brands such as RED, The HSE Recruitment Network, The FM Network, and Network HR. The company prides itself on its passionate, talented people and provides an exceptional recruitment experience for both candidates and clients.
Legacy Group is a global management consulting company specializing in human capital and human resources. It provides end-to-end HR solutions such as strategic HR consultancy, talent acquisition, competency development, and training solutions to help clients resource, develop, and retain top talent. Legacy Group's mission is to be the best human capital and HR organization with unique recruitment solutions serving Fortune 500 companies worldwide.
This document provides information about McDermott + Bull, an executive search firm. It lists the leadership team and gives an overview of the company's services, which include executive search, interim leadership placement, and an executive networking program. It then discusses the company's approach, which focuses on understanding clients' needs and culture. The document provides client testimonials and describes the executive search process and Lean Six Sigma methodology used. It concludes by introducing the CEO and a principal consultant.
Maximus specializes in providing recruitment solutions for ERP and CRM sectors such as Oracle, Microsoft Dynamics, Salesforce, and SAP. They handle both permanent and contract assignments in the UK and Europe. Due to their focus and bespoke services, they work with major companies and specialists. Former clients praise Maximus for their deep understanding of ERP and CRM markets and for providing high quality candidates that are a good fit.
The document provides information about The Director-e, a portal matching business skills and expertise with opportunities. It introduces the leadership team, including Managing Director Les Phillimore, who recognized the opportunity to leverage senior professionals' experience. Communications Director Rachel Hargrave and others joined to establish The Director-e as the premier recruitment resource utilizing seasoned experts' knowledge and networks.
THE RED THREAD - Connecting you to a career at Eames Consulting GroupEames Consulting Group
The document summarizes Eames Consulting Group, a professional services recruiting firm that connects clients in the financial and professional services sectors with talent. It highlights that Eames values relationships and has experienced significant growth since being founded in 2002, expanding internationally to four offices across 100 employees. The success of Eames is attributed to its focus on developing long-term relationships with clients, candidates, and its own employees.
Marble Group is a leading technical recruitment agency that was founded in 2006 to provide staffing solutions in construction, design, infrastructure, and resources industries. The agency has expanded to offices in Sydney, Perth, Melbourne, and Brisbane. Marble Group focuses on exceeding expectations of candidates and clients through innovation and a people-focused approach. Despite challenges like the global financial crisis, Marble Group has doubled its revenue through a nimble structure and dedicated team. The agency aims to continue advancing through technology while maintaining its core values and focus on being exceptional in its industry.
Sterling Technical Staffing India Company Profile Laxsy Kunder
Sterling Technical Staffing is an overseas recruitment company established in 1976 that provides recruitment services for technical and functional positions to clients throughout the Middle East. It has offices in India, UAE, Sri Lanka, Nepal, Bangladesh, and the Philippines. The company follows ISO 9001 quality standards and recruits candidates through database searches, job portals, job fairs, advertisements, and headhunting. It handles the entire recruitment process from initial client requirements to post-placement support. Some of its clients include construction companies, hospitals, hotels, manufacturing facilities, and government organizations.
Executive Network Group was founded in 1999 through a partnership between Matthew Ellis and Pertemps Recruitment Partnership. It has since grown into a leading specialist recruitment firm through organic growth and acquisitions of brands such as RED, The HSE Recruitment Network, The FM Network, and Network HR. The company prides itself on its passionate, talented people and provides an exceptional recruitment experience for both candidates and clients.
Legacy Group is a global management consulting company specializing in human capital and human resources. It provides end-to-end HR solutions such as strategic HR consultancy, talent acquisition, competency development, and training solutions to help clients resource, develop, and retain top talent. Legacy Group's mission is to be the best human capital and HR organization with unique recruitment solutions serving Fortune 500 companies worldwide.
This document provides information about McDermott + Bull, an executive search firm. It lists the leadership team and gives an overview of the company's services, which include executive search, interim leadership placement, and an executive networking program. It then discusses the company's approach, which focuses on understanding clients' needs and culture. The document provides client testimonials and describes the executive search process and Lean Six Sigma methodology used. It concludes by introducing the CEO and a principal consultant.
Maximus specializes in providing recruitment solutions for ERP and CRM sectors such as Oracle, Microsoft Dynamics, Salesforce, and SAP. They handle both permanent and contract assignments in the UK and Europe. Due to their focus and bespoke services, they work with major companies and specialists. Former clients praise Maximus for their deep understanding of ERP and CRM markets and for providing high quality candidates that are a good fit.
The document provides information about The Director-e, a portal matching business skills and expertise with opportunities. It introduces the leadership team, including Managing Director Les Phillimore, who recognized the opportunity to leverage senior professionals' experience. Communications Director Rachel Hargrave and others joined to establish The Director-e as the premier recruitment resource utilizing seasoned experts' knowledge and networks.
THE RED THREAD - Connecting you to a career at Eames Consulting GroupEames Consulting Group
The document summarizes Eames Consulting Group, a professional services recruiting firm that connects clients in the financial and professional services sectors with talent. It highlights that Eames values relationships and has experienced significant growth since being founded in 2002, expanding internationally to four offices across 100 employees. The success of Eames is attributed to its focus on developing long-term relationships with clients, candidates, and its own employees.
Marble Group is a leading technical recruitment agency that was founded in 2006 to provide staffing solutions in construction, design, infrastructure, and resources industries. The agency has expanded to offices in Sydney, Perth, Melbourne, and Brisbane. Marble Group focuses on exceeding expectations of candidates and clients through innovation and a people-focused approach. Despite challenges like the global financial crisis, Marble Group has doubled its revenue through a nimble structure and dedicated team. The agency aims to continue advancing through technology while maintaining its core values and focus on being exceptional in its industry.
Sterling Technical Staffing India Company Profile Laxsy Kunder
Sterling Technical Staffing is an overseas recruitment company established in 1976 that provides recruitment services for technical and functional positions to clients throughout the Middle East. It has offices in India, UAE, Sri Lanka, Nepal, Bangladesh, and the Philippines. The company follows ISO 9001 quality standards and recruits candidates through database searches, job portals, job fairs, advertisements, and headhunting. It handles the entire recruitment process from initial client requirements to post-placement support. Some of its clients include construction companies, hospitals, hotels, manufacturing facilities, and government organizations.
The document discusses employer branding and how building an effective employer brand is key to attracting the right talent. It provides facts about the current workforce, such as millennials prioritizing purpose and culture when considering employers. It then outlines steps to build an employer brand, including understanding the current brand, defining goals, and developing strategies. The document also presents a case study of Fairmont Hotels and how they create an appealing environment through rigorous hiring, competitive benefits, and career development programs to foster a sense of community.
The document is a website for First Flight Non-Executive Directors, a UK-based specialist provider of non-executive directors and chairpersons. It summarizes First Flight's services and unique selling points, including its large database of over 7,000 candidates, proven track record of over 170 successful assignments, and affordable success-based fees. It also provides examples of companies First Flight has successfully placed non-executive directors with across different industries.
The PSD Group is an international recruitment firm with over 25 years of experience specializing in executive search. It has 190 consultants across 7 offices worldwide. The sports practice focuses on executive, senior operational, and functional roles for sports businesses globally. Key consultants Kit Taylor, Leigh Hine, and Libby Hunter lead the sports practice and have experience recruiting for organizations like the FA, Rugby Clubs, and sports marketing agencies.
This document summarizes the winners of the 9th annual "Best Places to Work in Los Angeles" awards program. It profiles the top 8 large companies (with 250 or more employees) that were honored, describing some of their employee benefits and work cultures, such as flexible schedules, professional development opportunities, social events, and recognition programs. The event was hosted by the Los Angeles Business Journal to celebrate companies that create successful and nurturing workplaces according to employee surveys.
Confidential Search Solutions is a San Antonio-based executive recruiting firm founded in 2009. They provide recruiting, career coaching, and relocation services. Their mission is to identify and recruit top professionals for corporate clients to help them grow and compete globally. They specialize in recruiting for accounting, HR, IT, marketing, and other common corporate roles.
The document discusses why employees enjoy working at HireStrategy, a recruiting firm. Several employees highlight the company's unique culture that prioritizes professional development, relationships, and having fun. The team takes pride in their work finding top talent for clients and feels they are part of a passionate, high-performing group.
This document discusses the benefits of partnering with an experienced executive search firm like TRANSEARCH. It emphasizes that while executive search is an expensive service, money alone cannot satisfy an organization's need for world-class executive talent. It also stresses that great outcomes occur when an outstanding executive search team engages with a client committed to maximizing their human capital return on investment.
Joining as a graduate in 1996, Jac Gardner enjoyed a successful 15-year career with Rolls-Royce where she progressed to Head of UK Employee Relations, covering 21,000 employees across 15 locations. In 2011 she decided to relocate to her native North East when an opportunity arose to join Arriva as HR Director. We caught up with her to discuss her views on the North East business community and Arriva’s talent acquisition strategy, as the transport firm seeks to expand further across the UK and Europe.
The document discusses why employees enjoy working at HireStrategy, a recruiting firm. It highlights the company's unique culture that focuses on professional development, career growth, and building relationships. Employees say they appreciate HireStrategy's intelligent work environment, talented team, and passion for both recruiting and their clients' industries. The firm prioritizes quality over quantity and strives to directly impact individuals and organizations.
1) Levi Strauss & Co. has focused on using technology and process optimization to empower employees and managers through self-service, and enable HR to focus on more strategic priorities like business partnering, talent development, and driving engagement.
2) The company strives to maintain its culture rooted in four core values - empathy, originality, integrity, and courage - and creates numerous training and development programs to develop leaders and employees.
3) Levi Strauss & Co. places strong emphasis on employee engagement, empowerment and building a high-performance culture, and recognizes top performers through various company awards.
Syntech Systems featured in Florida TrendColene Rogers
CareerSource Capital Region connects businesses and career seekers in three counties in Florida. They help businesses find and hire qualified talent through recruiting, hiring, and training solutions. These solutions include helping businesses find veterans, assisting with large hiring projects from out of state companies, and helping companies fill hard to fill positions. CareerSource Capital Region connected over 1,200 businesses with solutions and helped over 21,000 career seekers last year.
MRINetwork is one of the largest executive search and recruitment organizations in the world with approximately 600 offices in over 40 countries. It provides recruitment solutions to help companies attract and retain talent. MRINetwork has industry specialist recruiters who have worked in the industries they serve and have a reputation for sourcing exceptional candidates. It offers a variety of staffing solutions on a global scale to meet clients' diverse needs.
Executive Solutions is a talent solutions consultancy headquartered in Dubai that specializes in direct, tailored, and HR talent solutions as well as nationalization initiatives across the Middle East. The company incorporates innovation and comprehensive talent management solutions tailored to each client's needs. Executive Solutions has nearly a decade of experience serving over 500 government, semi-government, and private sector businesses. It prides itself on providing clients with knowledge to best fulfill their recruitment and HR needs through a team of over 35 professionals who speak multiple languages. The company's entire methodology is based on a cohesive process that involves understanding a company's culture to ensure a comprehensive match between employers and potential talent.
Westport Intl is an executive search firm founded in 2005 with offices in Greenville, SC and Cleveland, OH. The firm has over 100 years of combined recruiting experience and focuses on building deep relationships with a select number of clients. Westport Intl prides itself on becoming an extension of its clients and incorporating their goals. The firm delivers unparalleled accountability and is focused on identifying world-class talent through its global search expertise.
Aquis Search Presentation - Human Resources and Corporate ServicesJessie Lam
Aquis Search is a leading executive search firm operating in Asia Pacific that specializes in finance, accounting, human resources, legal, risk and compliance sectors. They offer executive search, research and advisory, search and selection, and contract and payroll services. Their human resources and corporate services team recruits candidates for roles such as HR, company secretarial, paralegals, business development, marketing, administration and secretarial positions across Asia Pacific.
This curriculum vitae summarizes Brighton Joke's professional experience and qualifications. He has over 10 years of experience in accounting roles of increasing responsibility. Currently, he works as an Assistant Accountant at Ark Insurance Brokers Limited, where he manages accounts, prepares financial statements and reports, and performs administrative duties. Previously, he held accounting roles at MS & A Motor Vehicle Services Limited and Lake Kariba Inns Limited. He is pursuing further accounting certifications from the Zambia Institute of Chartered Accountants.
The document outlines the vision and strategic goals of Ireland's health service over the next 3 years. The vision is "A healthier Ireland with a high quality health service valued by all." There are 5 goals: 1) Promote health and wellbeing, 2) Provide fair and timely access to services, 3) Foster an honest and compassionate culture, 4) Develop the workforce, and 5) Manage resources effectively. Specific initiatives are described to reduce smoking and cancer rates under Goal 1, and to reduce waiting times for procedures and appointments under Goal 2 by focusing on improving patient flow and targeting longest waiters.
This document discusses several trends impacting smart cities, including the proliferation of internet-connected devices, growing data usage, and challenges around governance and inclusion in India. It notes that by 2020 there will be over 50 billion internet-connected devices generating massive amounts of data ("zettaflood") that will demand optimized network architectures. It also profiles two Indian women, Kamala and Bhagyalakshmi, to showcase how technologies could help address issues of financial inclusion, credit access, digital identity, subsidies and equality.
This document discusses an integration responsiveness framework for global firms and how learning can be incorporated. It notes two challenges for firms: high integration can provide scale efficiencies but may reduce responsiveness to local needs, while aiming for national differentiation can limit scale economies. The framework is an extension of previous models and introduces a dynamic learning element, as customer needs evolve over time requiring constant strategic development. Case studies of P&G show mixed global and local structures to balance these challenges.
The Henley Company started in 2007 as an event management and personal concierge firm based in San Diego. Over 12 years they have successfully planned many national and international projects. They realized they enjoyed planning experiences more than just events, so they began creating experiences for clients and producing their own events. In 2014, they rebranded as Henley Co., specializing in event, travel, and lifestyle experiences globally. Their goal is to give clients more free time by managing projects and to-do lists.
The document discusses employer branding and how building an effective employer brand is key to attracting the right talent. It provides facts about the current workforce, such as millennials prioritizing purpose and culture when considering employers. It then outlines steps to build an employer brand, including understanding the current brand, defining goals, and developing strategies. The document also presents a case study of Fairmont Hotels and how they create an appealing environment through rigorous hiring, competitive benefits, and career development programs to foster a sense of community.
The document is a website for First Flight Non-Executive Directors, a UK-based specialist provider of non-executive directors and chairpersons. It summarizes First Flight's services and unique selling points, including its large database of over 7,000 candidates, proven track record of over 170 successful assignments, and affordable success-based fees. It also provides examples of companies First Flight has successfully placed non-executive directors with across different industries.
The PSD Group is an international recruitment firm with over 25 years of experience specializing in executive search. It has 190 consultants across 7 offices worldwide. The sports practice focuses on executive, senior operational, and functional roles for sports businesses globally. Key consultants Kit Taylor, Leigh Hine, and Libby Hunter lead the sports practice and have experience recruiting for organizations like the FA, Rugby Clubs, and sports marketing agencies.
This document summarizes the winners of the 9th annual "Best Places to Work in Los Angeles" awards program. It profiles the top 8 large companies (with 250 or more employees) that were honored, describing some of their employee benefits and work cultures, such as flexible schedules, professional development opportunities, social events, and recognition programs. The event was hosted by the Los Angeles Business Journal to celebrate companies that create successful and nurturing workplaces according to employee surveys.
Confidential Search Solutions is a San Antonio-based executive recruiting firm founded in 2009. They provide recruiting, career coaching, and relocation services. Their mission is to identify and recruit top professionals for corporate clients to help them grow and compete globally. They specialize in recruiting for accounting, HR, IT, marketing, and other common corporate roles.
The document discusses why employees enjoy working at HireStrategy, a recruiting firm. Several employees highlight the company's unique culture that prioritizes professional development, relationships, and having fun. The team takes pride in their work finding top talent for clients and feels they are part of a passionate, high-performing group.
This document discusses the benefits of partnering with an experienced executive search firm like TRANSEARCH. It emphasizes that while executive search is an expensive service, money alone cannot satisfy an organization's need for world-class executive talent. It also stresses that great outcomes occur when an outstanding executive search team engages with a client committed to maximizing their human capital return on investment.
Joining as a graduate in 1996, Jac Gardner enjoyed a successful 15-year career with Rolls-Royce where she progressed to Head of UK Employee Relations, covering 21,000 employees across 15 locations. In 2011 she decided to relocate to her native North East when an opportunity arose to join Arriva as HR Director. We caught up with her to discuss her views on the North East business community and Arriva’s talent acquisition strategy, as the transport firm seeks to expand further across the UK and Europe.
The document discusses why employees enjoy working at HireStrategy, a recruiting firm. It highlights the company's unique culture that focuses on professional development, career growth, and building relationships. Employees say they appreciate HireStrategy's intelligent work environment, talented team, and passion for both recruiting and their clients' industries. The firm prioritizes quality over quantity and strives to directly impact individuals and organizations.
1) Levi Strauss & Co. has focused on using technology and process optimization to empower employees and managers through self-service, and enable HR to focus on more strategic priorities like business partnering, talent development, and driving engagement.
2) The company strives to maintain its culture rooted in four core values - empathy, originality, integrity, and courage - and creates numerous training and development programs to develop leaders and employees.
3) Levi Strauss & Co. places strong emphasis on employee engagement, empowerment and building a high-performance culture, and recognizes top performers through various company awards.
Syntech Systems featured in Florida TrendColene Rogers
CareerSource Capital Region connects businesses and career seekers in three counties in Florida. They help businesses find and hire qualified talent through recruiting, hiring, and training solutions. These solutions include helping businesses find veterans, assisting with large hiring projects from out of state companies, and helping companies fill hard to fill positions. CareerSource Capital Region connected over 1,200 businesses with solutions and helped over 21,000 career seekers last year.
MRINetwork is one of the largest executive search and recruitment organizations in the world with approximately 600 offices in over 40 countries. It provides recruitment solutions to help companies attract and retain talent. MRINetwork has industry specialist recruiters who have worked in the industries they serve and have a reputation for sourcing exceptional candidates. It offers a variety of staffing solutions on a global scale to meet clients' diverse needs.
Executive Solutions is a talent solutions consultancy headquartered in Dubai that specializes in direct, tailored, and HR talent solutions as well as nationalization initiatives across the Middle East. The company incorporates innovation and comprehensive talent management solutions tailored to each client's needs. Executive Solutions has nearly a decade of experience serving over 500 government, semi-government, and private sector businesses. It prides itself on providing clients with knowledge to best fulfill their recruitment and HR needs through a team of over 35 professionals who speak multiple languages. The company's entire methodology is based on a cohesive process that involves understanding a company's culture to ensure a comprehensive match between employers and potential talent.
Westport Intl is an executive search firm founded in 2005 with offices in Greenville, SC and Cleveland, OH. The firm has over 100 years of combined recruiting experience and focuses on building deep relationships with a select number of clients. Westport Intl prides itself on becoming an extension of its clients and incorporating their goals. The firm delivers unparalleled accountability and is focused on identifying world-class talent through its global search expertise.
Aquis Search Presentation - Human Resources and Corporate ServicesJessie Lam
Aquis Search is a leading executive search firm operating in Asia Pacific that specializes in finance, accounting, human resources, legal, risk and compliance sectors. They offer executive search, research and advisory, search and selection, and contract and payroll services. Their human resources and corporate services team recruits candidates for roles such as HR, company secretarial, paralegals, business development, marketing, administration and secretarial positions across Asia Pacific.
This curriculum vitae summarizes Brighton Joke's professional experience and qualifications. He has over 10 years of experience in accounting roles of increasing responsibility. Currently, he works as an Assistant Accountant at Ark Insurance Brokers Limited, where he manages accounts, prepares financial statements and reports, and performs administrative duties. Previously, he held accounting roles at MS & A Motor Vehicle Services Limited and Lake Kariba Inns Limited. He is pursuing further accounting certifications from the Zambia Institute of Chartered Accountants.
The document outlines the vision and strategic goals of Ireland's health service over the next 3 years. The vision is "A healthier Ireland with a high quality health service valued by all." There are 5 goals: 1) Promote health and wellbeing, 2) Provide fair and timely access to services, 3) Foster an honest and compassionate culture, 4) Develop the workforce, and 5) Manage resources effectively. Specific initiatives are described to reduce smoking and cancer rates under Goal 1, and to reduce waiting times for procedures and appointments under Goal 2 by focusing on improving patient flow and targeting longest waiters.
This document discusses several trends impacting smart cities, including the proliferation of internet-connected devices, growing data usage, and challenges around governance and inclusion in India. It notes that by 2020 there will be over 50 billion internet-connected devices generating massive amounts of data ("zettaflood") that will demand optimized network architectures. It also profiles two Indian women, Kamala and Bhagyalakshmi, to showcase how technologies could help address issues of financial inclusion, credit access, digital identity, subsidies and equality.
This document discusses an integration responsiveness framework for global firms and how learning can be incorporated. It notes two challenges for firms: high integration can provide scale efficiencies but may reduce responsiveness to local needs, while aiming for national differentiation can limit scale economies. The framework is an extension of previous models and introduces a dynamic learning element, as customer needs evolve over time requiring constant strategic development. Case studies of P&G show mixed global and local structures to balance these challenges.
The Henley Company started in 2007 as an event management and personal concierge firm based in San Diego. Over 12 years they have successfully planned many national and international projects. They realized they enjoyed planning experiences more than just events, so they began creating experiences for clients and producing their own events. In 2014, they rebranded as Henley Co., specializing in event, travel, and lifestyle experiences globally. Their goal is to give clients more free time by managing projects and to-do lists.
This document contains a summary of an individual's experience and qualifications for a human resource management role. It includes details on 11 years of experience in areas such as learning and development, performance management, and compensation management. It also outlines responsibilities in previous roles managing learning and organization development teams, as well as experience on the production floor and in training coordination. The document highlights educational qualifications and certifications in areas of talent management, learning and development management, and psychometric testing.
Executive Network Group was founded in 1999 with a mission to inspire organizations through their recruitment professionals. They have grown to include several market-leading brands in specialist recruitment fields. The company is inspired by excellence, their passionate culture, and development of their team members through training programs and an in-house academy. Their goal is to be the best-in-class specialist recruitment provider for clients and candidates.
Matsushita was able to beat Philips in the consumer electronics market by centralizing its operations and pursuing a strategy of high-quality, low-cost products sold globally through licensing agreements and overseas sales and manufacturing. This polycentric approach allowed Matsushita to benefit from economies of scale, while Philips maintained a more decentralized, nationally focused structure that hampered its ability to compete effectively.
This document summarizes a business project on packaging. It discusses the different levels of packaging including primary, secondary, and transportation packaging. It also covers the functions of packaging like product identification, protection, and promotion. The document traces the history of packaging from ancient times to modern developments. It analyzes different materials used for packaging like wood, cardboard, plastic, and their advantages. The concluding section emphasizes that innovative packaging increases market scope but also impacts product costs.
The document describes procedures for producing cellulose fibers reinforced with cellulose nano crystals (CNC) and ethylene carbonate nano crystals (ECN). A cellulose solution containing CNC and/or ECN was spun into fibers using a syringe needle. The fibers were kept in water and dried before testing. Scanning electron microscope images showed CNCs enveloped in polymer and protruding from fiber surfaces. Fiber compositions, orientations, and mechanical properties including tensile strength and modulus were measured and compared for different fiber types. Reinforcing cellulose fibers with CNC and ECN improved the mechanical properties.
The HSE Recruitment Network is a UK-based recruitment agency specializing in health, safety, and environmental professionals. They have over 15 years of experience in the sector and a team of consultants with over 50 years combined experience. They provide permanent and contract recruitment solutions across all industries, both in the UK and internationally. Their goal is to be an industry knowledge resource by connecting their large network of over 20,000 HSE professionals.
The document summarizes Allegis Group, a global leader in talent solutions. It discusses how Allegis Group connects people to opportunities through its network of specialized companies. It provides recruitment, staffing, executive search, talent advisory, and managed delivery services to clients in over 60 countries. Allegis Group prides itself on its ability to attract and retain top talent through understanding local labor markets, strategic sourcing, thorough screening, and onboarding support.
The document summarizes Allegis Group, a global talent solutions company that connects people to opportunities. It details Allegis Group's network of specialized companies, core values of building deep relationships and serving others, and the full suite of talent solutions it provides including recruitment, staffing, search services, and workforce management. The summary highlights how Allegis Group understands the labor market, knows its customers, strategically sources talent, thoroughly screens candidates, and provides onboarding support to attract and retain the world's best talent.
Eames Consulting Group connects clients in the financial and professional services sectors with talent through retained and contingent search, contract, and interim solutions. With over 100 employees across offices in London, Zurich, Singapore, and Hong Kong, Eames focuses on mid-to-senior level placements across 11 specialist divisions. The company values relationships and offers career development opportunities to attract, develop, and retain expert recruitment professionals committed to delivering an exceptional client experience.
Eames Consulting Group connects clients in the financial and professional services sectors with talent through retained and contingent search, contract, and interim solutions. With over 100 employees across offices in London, Zurich, Singapore, and Hong Kong, Eames focuses on mid-to-senior level placements across 11 divisions. The company values relationships and offers career development opportunities to attract and retain expert consultants. Eames has experienced steady growth since its founding in 2002 by prioritizing relationships between clients, candidates, and employees.
We aim to build the world's pre-eminent specialist recruitment business and to deliver well-diversified and profitable fee growth.
Our four Strategic Pillars underpin everything we do in order to deliver on these long-term aims. Additionally, our areas of Operational Focus describe how we manage the business on a day-to-day basis in response to changes in each market as and when they occur.
In an industry which has clear structural growth opportunities but is also characterized by cyclicality, this twin-track approach is critical to achieving our long-term aims whilst maximizing the short-term performance of the Group.
Sardar Placements is a professional HR solutions and staffing firm established in 2013 that specializes in placing personnel in manufacturing, IT, insurance, and banking. They customize their recruitment process for each client, building long-term relationships by understanding company culture and finding the best fit. Sardar Placements has a team of experienced recruiters and maintains a database to efficiently source qualified candidates that meet clients' requirements. Their goal is to assist both individuals and organizations by providing challenging opportunities and the best human resources.
Departure Zone (Private) Limited is a Sri Lankan corporate venture that provides recruitment and human resources services across multiple sectors. It operates primarily in eastern Sri Lanka and aims to conduct business ethically. Departure Zone recruits for positions in accounting, finance, administration, banking, construction, engineering, healthcare and many other fields for international clients. It was founded by professionals with over 15 years of experience in recruitment and human resources. Departure Zone's vision is to be a leading specialist recruitment company in Sri Lanka known for supreme quality, reliability, efficiency and timely delivery.
Open Door Recruitment is an independent search and selection firm specializing in financial, legal, and corporate recruitment. They have a team of consultants with 40 years of combined experience in recruitment. Open Door sources candidates through targeted outreach and their extensive network rather than advertising. They aim to provide honest, professional service with a focus on building long-term relationships with clients and candidates.
Legacy H.R Smart Services FZE is a global human resources company that provides end-to-end HR solutions including strategic HR consulting, talent acquisition, competency development, training, and recruitment process outsourcing. The company's mission is to be the best HR organization serving Fortune 500 companies by providing unique recruitment solutions and becoming the most trustable shared services organization in the UAE. Legacy recruits locally and internationally for a variety of industries and specializes in areas like IT, banking, healthcare, and government recruitment including Emiratization services.
Eames Consulting Group is an award-winning recruitment firm with over 100 staff in offices in London, Zurich, Singapore, and Hong Kong. They specialize in placing mid-to-senior level professionals in financial and professional services. Consultants are aligned to specific industries and markets to operate as subject matter experts. The firm differentiates itself through its research-led approach and ability to source niche skills globally.
Eames Consulting Group is an award-winning recruitment firm with over 100 staff in offices in London, Zurich, Singapore, and Hong Kong. They specialize in placing mid-to-senior level professionals in financial and professional services. Consultants are aligned to specific industries and markets to operate as subject matter experts, identifying both active and passive talent through in-depth research. The firm differentiates itself through its consultants' technical expertise and research-driven placements of niche skills across banking, insurance, and other sectors.
Eames Consulting Group is an award-winning recruitment firm with over 100 staff in offices in London, Zurich, Singapore, and Hong Kong. They specialize in placing mid-to-senior level professionals in financial and professional services. Consultants are aligned to specific industries and markets to operate as subject matter experts. The firm differentiates itself through its research-led approach and ability to source niche skills globally.
Eames Consulting Group is an award-winning recruitment firm with over 100 staff in offices in London, Zurich, Singapore, and Hong Kong. They specialize in placing mid-to-senior level professionals in financial and professional services. Consultants are aligned to specific industries and markets to operate as subject matter experts. The firm differentiates itself through its research-led approach and ability to source niche skills globally.
Eames Consulting Group is an award-winning recruitment firm with over 100 staff in offices in London, Zurich, Singapore, and Hong Kong. They specialize in placing mid-to-senior level professionals in financial and professional services. Consultants are aligned to specific industries and markets to operate as subject matter experts, identifying both active and passive talent through in-depth research. The firm differentiates itself through its consultants' technical expertise and research-driven placements of niche skills and talent.
Eames Consulting Group is an award-winning recruitment firm with over 100 staff in offices across London, Zurich, Singapore, and Hong Kong. They specialize in placing mid-to-senior level professionals in financial and professional services. Consultants are aligned to specific industries and markets to operate as subject matter experts. The firm differentiates itself through its research-led approach and long-term client and candidate relationships. They offer a variety of search solutions including executive, contract, and interim placements to suit different business needs.
The document provides information about Light & Hope Overseas Placement Agency, a licensed manpower recruitment agency in the Philippines. It details the agency's recruitment process, from initial meetings with clients to help understand their needs, identifying and evaluating qualified candidates, conducting interviews and reference checks, assisting with deployment, and post-employment services. It also lists the agency's facilities, services offered, corporate values and vision, and some of its clients.
The document provides information about Light & Hope Overseas Placement Agency, a recruitment agency in the Philippines. It details that Light & Hope has placed over 8,000 workers globally since 2003. It outlines the agency's recruitment process which includes an initial meeting, developing a search strategy, identifying and evaluating candidates, interviewing candidates, conducting reference and credentials checks, selecting the best candidate, and developing an offer.
Eames Consulting Group connects clients in the financial and professional services sectors with talent. Founded in 2002, they have grown to over 130 employees with offices in London, Zurich, Singapore, and Hong Kong. They specialize in retained and contingent search, contract, and interim solutions in niche skills and challenging geographies. The company prioritizes relationships and offers a consultative service supported by in-depth research. Their success is founded on developing talent and long-term client and candidate relationships.
Eames Consulting Group connects clients in the financial and professional services sectors with talent. Founded in 2002, they have grown to over 130 employees with offices in London, Zurich, Singapore, and Hong Kong. They work at the mid-to-senior levels, developing long-term partnerships and prioritizing relationships. Their success is based on attracting, developing and retaining expert recruitment professionals committed to their clients, candidates, and people.
Eames Consulting Group connects clients in the financial and professional services sectors with talent. Founded in 2002, they have grown to over 130 employees with offices in London, Zurich, Singapore, and Hong Kong. They specialize in retained and contingent search, contract, and interim solutions in niche skills and challenging geographies. The company prioritizes relationships and offers a consultative service supported by in-depth research. Their success is founded on developing talent and relationships.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
5. WHERE IT BEGAN
Our story begins in 1999, when Matthew David Ellis, a
young entrepreneur from Solihull, joined forces with the
Pertemps Recruitment Partnership. The two newly formed
partners established Executive Network in Edgbaston,
Birmingham. The partners were very different, one a
national recruitment business established in 1961 with over
100 Branches making them one of the largest Recruitment
organisationsintheUK,theotheranentrepreneurialyoung
individual with a talent for “specialist” recruitment. Both
shared common passions; A passion for understanding
individuals, a passion for world class service, a passion for
excellence and a passion to be the best - the best in class.
It was this shared passion that brought their partnership
together and led to the creation of Executive Network
Group.
MARKET LEADING BRANDS
Executive Network, inspired by our passion to be the best
in class, soon developed our reputation in the UK Specialist
Marketplace. We partnered with new & existing brands
who shared our belief, to become one of the UK’s biggest
specialist recruitment practices.
Over the years we have grown into an organisation
creating and acquiring many industry-leading brands.
First came RED in 2002, a brand famed in the Midlands for
its superiority in the Rec-to-Rec and Sales Sectors. Closely
following this success, in 2004 The HSE Recruitment
Network was acquired; the UK’s leading Health, Safety and
Environmental recruitment consultancy. Soon after this a
gap was identified in the Facilities Management industry
for a recruitment business with our passion & values
and The FM Network was born in 2010. In 2012 the No.1
resource for HR talent, Network HR joined the group.
Most recently in 2013 our group’s expertise in the heavy
equipment sector saw the creation of The Equipment
Network, as well as pushing our expertise overseas with
the birth of the group’s most recent brand; Network Group
International.
INSPIRED BY EXPERIENCE
Renowned as much for our people as for the stunning
recruitment offering we provide, Executive Network
Group offers something truly unique: From the Board of
Directors, through our Senior Recruitment Team to our
best in class Recruitment Academy Graduates, ours is an
experience like no other.
OUR STORY
“OUR VISION IS TO PROVIDE A BEST IN CLASS SPECIALIST
RECRUITMENT OFFERING FOR OUR CLIENTS & CANDIDATES;
TO CREATE AN ENVIRONMENT FOR OUR WORLD CLASS RECRUITMENT
PROFESSIONALS TO BE THE BEST IN THEIR CHOSEN FIELD”
EXECUTIVE NETWORK GROUP
02
recruitment
6. OUR BRANDS
Our experienced teams operate with an “inch-wide, mile-deep” philosophy, allowing us to become true experts in our
chosen field both in discipline and industry sector. This enables us to help individuals worldwide find their perfect
career opportunities and businesses find their perfect team members. The relationship with Executive Network goes far
beyond recruitment. We are passionate and enthusiastic about our industry sectors and find every opportunity to share
this enthusiasm with our candidates and clients alike. Our regular feedback speaks for itself, with many individuals using
us on a regular basis as their career consultants and many organisations using us as their business consultants for all
recruitment related matters and beyond.
As corporate members of the Recruitment & Employment Confederation (REC) & APSCo we are inspired by the highest
possible standards. These bodies set out and promote excellence throughout the professional recruitment industry.
Recognised by Investors in People, we truly make people management excellence count.
THE HSE RECRUITMENT NETWORK Established in 2002, The HSE Recruitment Network is
the UK’s leading Health, Safety and Environmental recruitment agency. We offer health and
safety recruitment solutions to both candidates and clients, and we tailor our recruitment
services to your individual needs. We offer all seniority levels of health & safety jobs, and
have an extensive network of health, safety and environmental candidates.
This year HSE are proud partners of Mencap; the leading UK charity for people with a learning disability
and their families. We will be supporting their Mencap Safety Challenge.
THE FM NETWORK Established in 2007, The FM Network is one of the UK’s leading
Facilities Management, Building and Specialist Services recruiters. The FM Network
offers a tailored solution; with a dedicated team of specialist consultants they offer a truly
bespoke service, priding ourselves on a quality approach providing Recruitment Solutions
throughout the industry. With many consultants having first hand experience in the Facilities
Management industry we are a true business partner, not just a supplier.
“TRUE EXPERTS
IN OUR CHOSEN
FIELDS.”
EXECUTIVE NETWORK GROUP
7. 06
OUR BRANDS
04
recruitment
NETWORK HR Established in 2003, Network HR is your No. 1 resource for HR Talent. With a
proven track record of delivering industry leading HR recruitment solutions to a broad
and varied client base, both in the UK and internationally; we pride ourselves on delivering
a first class service to both our candidates and clients. Our honest, knowledgeable and
straight-forward approach is key to our success. It is the reason companies trust us time
and time again to recruit Human Resources Professionals on their behalf, and the reason HR
professionals trust us to point their career in the right direction.
This year we are proud partners of Make-a-Wish Foundation; who grant magical wishes to children and
young people aged from 3 to 17 living with a life-threatening condition.
RED Established in 2002, Red is a West Midlands based Recruitment Company, which
focuses exclusively on recruiting Sales professionals. Our consultants are specialists in
their chosen areas, and we pride ourselves on working in candidate driven markets. What
makes RED different from other recruitment agencies is that our consultants specialise in
very niche areas. This is why the areas we recruit in may seem plucked out of the air, but we
can assure you there is method to our madness, as we provide a tailor-made experience for
candidates in our market, and offer unrivalled services to our clients.
EQUIPMENT NETWORK The Equipment Network is a specialist recruitment business
focusing solely on the Equipment Sector. Operating in the very niche market of Equipment
across five continents and fifty countries our extensive network of contacts allows you
to access opportunities and individuals otherwise out of reach; via our carefully nurtured
relationships. Our Network of relationships is broad, ranging across the Service, Sales and
Senior Management arena giving you total coverage across the Equipment Sector.
NETWORK GROUP INTERNATIONAL NGI is a talent search business specialising in middle
to executive level international opportunities within the Construction & Engineering sectors.
We are the metamorphosis that has resulted from opportunities identified in the global
marketplace, fuelled by a desire to facilitate the introduction of world-class talent into world-
class business. We are able to search the globe for the perfect talent to add value to your
business. With our methodical approach and proven experience you can be certain you really
are considering the best candidates not just in the market, but across the global stage.
EXECUTIVE NETWORK GROUP
8. MEET OUR TEAMS OF
HIGHLY EXPERIENCED
CONSULTANTS AND
DISCOVER WHAT MAKES
US PROUD OF THEM.
9. The people who work at Executive Network Group are our most important asset. From junior
members of staff, to our directors, we pride ourselves in having a diverse and friendly atmosphere
with teamwork and friendship at the core.
It is the passion and talent within our teams that we are most proud of, and we celebrate these
qualities in people whenever we can. Below, Managing Director, Matt Ellis, talks about three
members of the team who stand out as exceptional.
LAUREN TAI SEN CHOY
“I first met Lauren during an Assessment Day for our 2012 Training Academy and instantly warmed
to her. Lauren came across as very personable; had a bubbly personality and was determined to be
a success. And boy did she not disappoint!
Winning the Top Grad prize, Lauren went on to be the 2012 Winner of the Academy and followed
this up by being the Top Performer in her category for 2013. Her greatest success to date has been
setting up her own contract desk and billing in excess of £100k in her first year in recruitment. I
know when we set a company-wide incentive, Lauren will be the one driving it from the Sales Floor
and inspiring everyone to get it done.
We have no doubt Lauren will progress through the ranks at a rapid pace and she certainly has the
qualities I would look for to lead a team or division… watch this space!”
ALEX SUTHERLAND
“I first met Alex in 2008 when we were looking to set up a new division within Facilities Management.
He had a tough business-like exterior but I had my suspicions that there was a soft centre in there
somewhere - I just needed to get through the surface!
Alex’s strengths are many - he is driven, determined, commercially aware and a visionary. But
beyond all, I would consider the strength that makes Alex stand out from the crowd is his ability
to network and build relationships at all levels within his chosen field. Alex’s ride with Executive
Network Group has been a roller-coaster with low times and high times, but his determination has
never seen him waiver from his goal of establishing his own business into a market leader.
His greatest achievements came in recent times (Dec 2013) where he was crowned our group’s Top
Biller and Employee of the Year for 2013. Perhaps even more rewarding was Alex’s FM Team were
the winners of every award going at the year end conference.
Alex is now a valued member of our management team and his entrepreneurial outlook offers
an invaluable input to our future direction. I have no doubts Alex’s career will continue to flourish
with our group as his skill set develops and he grows his business into the No.1 FM recruitment
business in the UK and Worldwide.”
SARAH HAMILL-MOSS
“ImetSarahin2007asabright-eyedyoungwomanfreshfromcollegewithadriveanddetermination
I had never seen before or since in an 18 year old.
Sarah’s personality is infectious and in the seven years I’ve worked with her, I can honestly say I
have never seen her without a smile on her face. Sarah is someone you want to be around and this
has undoubtedly contributed to her success in the recruitment market.
Having been promoted 5 times within the business, I cannot remember a time in recent years
when Sarah has not been a finalist for our end of year top honours - winning them on more than
one occasion. I see no boundaries to Sarah’s future with Executive Network Group. Our clients love
her, our candidates love her and above all, our team all love her!”
OUR PEOPLE
06
EXECUTIVE NETWORK GROUP
10. INSPIRED BY THE ELITE
We are also very proud of our Elite Executive Club – A club for the truly outstanding individuals amongst us who
consistently deliver and over achieve.
You can be rewarded with varying levels: Bronze, Silver, Gold, Diamond and Platinum. These can result in rewards from
an extra holiday, Friday early finishes to a tailor made suit and a fully expensed European break.
INSPIRED BY OUR CULTURE
Executive Network Group is a truly inspiring company to
work for. We encourage our people to be entrepreneurial
and accountable. Innovative thinking and a proactive
attitude will ensure we achieve success. We work hard to
create an environment that is supportive and encourages
our people to have a career rather than just a job.
Our people have the autonomy to realise their goals and
ambitions through innovative thinking and proactive
attitudes. We offer comprehensive training and ongoing
development opportunities to ensure our goals and
ambitions are realised; no matter how big or small. We
embrace positive & constructive feedback and are as at
ease giving feedback as we are receiving it.
At Executive Network Group Its not all work; we are
pretty good at playing too! We are a team of enthusiastic,
sociable, professional people who know how to enjoy
ourselves and genuinely respect one another. We provide
an exciting, dynamic environment where creativity and
competitiveness is rewarded, not stifled.
INSPIRED BY OUR REWARDS & INCENTIVES
There are few companies where the rewards for hard work
are so attractive. Helping people find their ideal job and
organisations realise their growth ambitions is hugely
rewarding in itself, so our generous basic salaries and best
in class commission bonus schemes are truly the icing on
the cake. The goals we set are motivational and above all
realistic. Our rewards are there to inspire us. The more
effort we put in the more rewarding our role becomes.
Sales results and world class customer service are key
to our earning potential. We work closely with our
people to understand personal motivators, whether it be
amazing travel experiences or driving prestigious cars; we
understand these will help us stay on top of our game and
truly engage our workforce.
Whilst we are remunerated & rewarded personally for
the results we achieve, we have unlimited daily, weekly,
monthly & annual team incentives that can range from an
early finish on a Friday to an all expenses paid team trip to
a world wide destination.
Above all, we are always striving to beat our company
bests and reap the rewards of being part of a globally
successful team.
INSPIRED BY DEVELOPMENT
Training and development is the lifeblood of our business.
It drives everything we do and we are extremely passionate
about it. Our training programs are tailored to our
individuals and are structured according to their existing
skills, experience and background. In recognition of our
commitment to development, we have been accredited
with the Investors in People standard year-on -year.
Our unique and transparent flexible career path caters
to the skills set of our people and how they envision
their career and future. Progression is built around skills
and attributes rather than length of service and we are
proud that, in this fast-paced demanding environment, we
are able to support our people in developing successful
careers – whether they’re brand new to recruitment or
have a wealth of experience.
We are all constantly developing and learning from
professionals who’ve built their careers with us, discovering
niche skills and markets to inspire our success. All our
people will be invited to complete the REC Certificate in
Recruitment Practice to become MIRP qualified members
of the REC.
INSPIRED BY OUR PERCEPTION
We are only too aware how every action we take creates
a perception, and we ensure that every action we take
will create a “Word Class” perception. Whether we are
producing adverts for our websites, sending letters and
emails, or producing marketing material - World Class
perception is always our goal.
INSPIRED BY OUR ACADEMY
We don’t play it safe. We invest in young people annually.
Our Training Academy is truly the best in class and the
only one of its kind. Giving motivated Young Professionals
and Graduates the opportunity to build a rewarding and
structured career in the Recruitment Industry.
INSPIRED BY OUR PEOPLE
At Executive Network we pride ourselves in only having the
bes - the majority need not apply. With an emphasis on
teamwork and camaraderie, we’re not just colleagues, but
friends too. We inspire each other to achieve our best, and
foster a motivational and positive environment throughout
all our businesses in the Group.
OUR CULTURE
EXECUTIVE NETWORK GROUP
11. INSPIRED BY YOU
Our expectations of our people form the code of conduct that runs through the foundations of our business. Below are
the “rules we live by”. These were formed with the input of our people and represent the experience we wish people to
have both internally and externally:
Respect – One another, the legislation, our candidates & clients, our company, our profession.
Self-Manage – Our performance, our activity, our feedback, our perception.
Succeed – We are highly supportive of developing performance, yet intolerant of poor attitude and application.
Get the Job Done – Working whatever hours it takes, is essential to ensure we are available to our candidates &
responsive to our clients.
Dress to Impress – Corporate suits are our minimum standard and our commitment to charities allows an optional
dress down the first Friday of each month.
Communicate to Succeed – We use email, social media, the internet & all communications mediums solely for
professional use, keeping our personal activities personal.
Inspire to Succeed – We commit to one “group” business development session per week, working with our colleagues
to inspire new businesses to work with us, via cross selling.
Friday Club – We commit to attend the monthly “Friday Club” with our colleagues to relax, unwind and socialise with
one another.
Embrace Change – As the only constant in our lives, we never fight change and embrace it to keep us moving forward.
Stay Informed – We appreciate the value in documenting everything we do on the company CRM.
Never P.L.O.M – “Poor Little Old Me” has no place within our ranks. We work hard to motivate one another as well as
ourselves and realise excuses must be replaced with action.
Celebrate Success – No matter how big or small, we value the praise of one another and the recognition received when
we celebrate our successes.
Go the Extra Mile – We commit to one another to go the extra mile in all our endeavours for each other, our candidates
& our clients.
Keep Attacking – We value our code and are inspired by our passion and principles. Standing still creates complacency
and prevents our drive for best in class being reality. We are forever evolving and ever attacking.
HOW WE ENGAGE OUR PEOPLE:
Industry leading Commission Structure
Double Commission Reward
Free on-site Parking
Employee benefits trust
Early finish incentives
Employee of the Month Award
World class Pioneer of the Month Award
Biggest biller of the Month award
Monthly Achievers Lunch Club
Annual worldwide trip incentives
08
OUR CULTURE
EXECUTIVE NETWORK GROUP
12. OUR ACADEMY
09
“THE EXECUTIVE ACADEMY WAS THE PERFECT WAY TO BE INTRODUCED TO
THE WORLD OF RECRUITMENT.” Sunil Chohan - Executive Academy 2013
INSPIRED BY OUR ACADEMY
Our market leading Executive Academy started in 2011,
giving inspiration to motivated Young Professionals and
Graduates to build a rewarding and structured career
in the Recruitment Industry. Our passion is to develop
young talent in a time when they are often criticised
and condemned in the press and are unable to break
into successful careers in favour of more experienced
hires. We decided to buck this trend. We recognised a
shortage of new talent in the recruitment industry and
whilst other companies were “playing it safe”, we designed
and developed an Academy to bring new and exciting
individuals into the Group, taking meticulous time to
develop and invest in their future.
WHAT IS THE ACADEMY?
Our Academy is now an annual event spanning 10 weeks
of intense and enjoyable training in both a classroom and
a busy, dynamic sales environment alongside successful
recruitment consultants. Recruits are assigned an
experienced mentor as well as the support of our MD and
Training & Talent Manager.
With 30 years recruitment experience between them and
a proven background of developing great recruiters, their
sole focus is to ensure the success of all new recruits and
investing all possible resources to make sure our Executive
Academy recruits “graduate” with flying colours.
After graduating through the 10 week Executive Academy,
our recruits then join one of our established and successful
teams. As they build their “business within a business”
they will be under the continued guidance of our Training
& Talent Manager until they are “stand alone” consultants.
WHO IS IT FOR?
Recruitmentisessentiallyasalesrole;welookforourpeople
to be hard working, fearless, passionate and articulate. We
love individuals who have real motivations with a passion
for success; this teamed with an entrepreneurial spirit will
result in a long and rewarding career with the Executive
Network Group.
DON’T TAKE OUR WORD FOR IT
You can read more comments on our website from
members of our team who have experienced the Academy
first hand, and now have an exciting and successful career
ahead of them.
“THE ACADEMY IS SET UP BRILLIANTLY, IT’S PERFECTLY SUITED FOR
COMPETITIVE PEOPLE!.” Lauren Tai Sen Choy - Executive Academy 2012
“THE ACADEMY PUT ME THROUGH MY PACES, ENABLING ME TO HARNESS A
REAL PASSION AND BELIEF IN WHAT I DO.” Patrick Farrelly- Executive Academy 2012
EXECUTIVE NETWORK GROUP
13. Candidate searching and screening
Head-hunting Techniques
Representing a candidate in the best way
New business techniques
Understanding a Vacancy & a Client
Terms negotiation
Preparation and interview control
Candidate and Client aftercare
0610
WHAT’S INVOLVED IN EXECUTIVE ACADEMY?
Our academy is a perfect mixture of classroom and theory learning teamed with the practical use of our delegates new
skills. It’s in-depth look into the recruitment process and potential obstacles help our academy delegates get ready for
this fast-paced and challenging world. Below are the key points and topics we cover:
14. 11
“A NURTURING ENVIRONMENT WHERE ENTREPRENEURIALISM CAN FLOURISH.”
Beau Hadley
It’s not all work, work, work. The Executive Network Group family represents an exciting and fun environment where
socialising is a regular occurrence. Rewarded with meals out at the best restaurants and our “Friday club” ensures we
get together at least once month to celebrate our successes.
“LOVE THE ATMOSPHERE AND THE PEOPLE. RECRUITMENT IS A
CHALLENGING JOB BUT BEING WITH PEOPLE HERE MAKES IT FUN AND A FAB
PLACE TO WORK.” Emma Wright
“EXECUTIVE NETWORK GIVES ME THE OPPORTUNITY TO ESSENTIALLY RUN MY
OWN BUSINESS, AND HAVE COMPLETE CONTROL OVER MY EARNING POTENTIAL.”
Laura Cleaver
“MY EXPERIENCE IN MY FIRST YEAR OF RECRUITMENT HAS BEEN MUCH MORE
POSITIVE THAN THAT OF MY FRIENDS WHO WORK FOR OTHER AGENCIES.” Andy Baker
“HARD WORK AND SUCCESS IS REWARDED IN WAYS THAT ARE RELEVANT TO
YOU AND THERE IS A CLEAR CAREER PATH FOR YOU TO CLIMB.” Lauren Tai Sen Choy
“IF YOU’RE STRUGGLING, YOU ARE SUPPORTED, IF YOU’RE DOING WELL, YOU ARE
REWARDED. GREAT COMPANY, GREAT PEOPLE, GREAT ACADEMY, ENOUGH SAID.”
Sunil Chohan
EXECUTIVE NETWORK
JOIN US
15.
16. OUR LEADERS
EXECUTIVE NETWORK GROUP
MATT ELLIS - MANAGING DIRECTOR
Matt established Executive Network Group in partnership with Pertemps Recruitment Partnership
in 1999. His talent for specialist recruitment led to the rapid growth of Executive Network Group,
acquiring new and existing brands who shared his belief along the way. Matt now sits on the main
board of the Pertemps Network Group of companies.
CHRIS ROWLANDS - DIRECTOR
Chris has been with Executive Network Group since 2004, and progressed from trainee to Company
Director and shareholder in just eight years. Originally hired as a Rec-to-Rec consultant for RED,
Chris is now the Director of two of Executive Network’s companies - The HSE Recruitment Network
and Network HR.
NINA MCLEISH - OPERATIONS MANAGER
Nina has been at Executive Network Group since 2002, originally as a member of our Sales Support
team. Nina now manages a team of Sales Support and Marketing staff, as well as overseeing all
systems and procedures within the company.
SIMON O’CONNOR - ASSOCIATE DIRECTOR
With five years experience of temporary recruitment, Simon joined Executive Network Group in
2006 as a consultant, with the aim to build a division from scratch within the Heavy Equipment
sector. Since then he has climbed the ladder to be Associate Director of Executive Network Group,
managing a team of consultants in two divisions, RED and Equipment Network, of which
he is a founding member.
STEWART WILSON - TRAINING & TALENT MANAGER
Stewart has been with Executive Network Group since 2006. Originally a consultant and team
leader for RED, specialising in Rec-to-Rec and then Financial Services, Stewart is now our dedicated
Training & Talent Manager. His role involves attracting new talent, running our academy and
ensuring that every member of staff is continuously developing.
ALEX SUTHERLAND - DIVISIONAL MANAGER
Coming from a Retail Management background, Alex joined Executive Network Group as a Principal
Consultant in 2008 as a founding member of The FM Network. Alex came into the group with
experience managing a team at one of the UK’s leading construction recruiters and now leads our
Facilities Management division, whilst acttively recruiting for his own desk.
STEPHEN BRANDSMA - DIRECTOR
Before joining Executive Network Group, Stephen worked for a national recruitment organisation
in London. He joined the group in 2010 as a Senior Consultant, and eventually moved to set up
Network Group International, specialising in international opportunities within Construction &
Engineering sectors.
CLAIRE NEEDHAM - DIRECTOR
With 15 years of HR experience, and having previously worked at Hudson Global Resources, Claire
co-founded Network HR Recruitment in 2004. Network HR joined with Executive Network Group in
2010, and Claire is now co-director alongside Chris Rowlands.
13
17.
18. “COMING TOGETHER IS A BEGINNING;
KEEPING TOGETHER IS PROGESS; WORKING
TOGETHER IS SUCCESS.” - HENRY FORD