ATLANTIC RESEARCH TECHNOLOGIES, L.L.C.
Senior Management Executive Search & Recruitment Worldwide
 

Americas   -   Asia Pacific   -   Europe   -   Middle East   -   Africa





    Candidate FAQ

    Reasonable Questions From Reasonable People

    Q: What email address can I send my resume or CV to?
    A: We are no longer accepting unsolicited resumes or CV's. If you are considering becoming an ART candidate, first please review our data protection and other policies here. If all is well with you, then please connect to us on Linkedin. An ART recruiter will then review your Linkedin profile and if s/he sees a potential fit with a current or imminent ART search, you will be asked to send a resume or CV.


    Q: I am accustomed to working with recruiters recommended to me by friends and colleagues. I do not know anyone at ART, and I do not want to entrust strangers to presenting me to employers. Why should I take a chance with ART?
    A: First of all,  ART is a real executive search firm, not some sort of phantom internet "jobs bulletin board" type of operation, all too common nowadays. Founded in 1987, our firm has long standing relationships of trust and confidentiality with candidates and client companies who recommend us to their friends, colleagues and family members. Our business has derived from these successful non-internet business relationships. Since the internet age, we have continued to thrive, but only because of the human-to-human contacts between us, our candidates and clients.

     

    Q: What fees does ART charge to its candidates?
    A: No fees are ever charged to ART candidates for our search, recruitment and placement services.  Additionally, any advice concerning resume preparation and interview strategies is offered free of charge.  Executive search firms do not ordinarily charge their candidates fees.  All our fees are paid by our client-companies.
     


    Q: I am particularly interested in a job listed on your website, but nobody ever contacted me about it. Why is that?
    A: Sometimes it happens that the positions in which you might express interest are not considered appropriate matches by the ART recruiter who is in charge of that particular search assignment. For us, a "correct match" means that the candidate is now currently qualified to fill the job, and that the client company is now willing to consider the candidate for their position based on the client company's criteria. If an appropriate job comes up, it is to the great advantage of the ART recruiter to contact you as soon as possible, but if you do not hear from ART, it does not mean that you have been forgotten, but rather that we do not see an appropriate match for a current client opening.

    Please understand that it is always in our interest to not rule out any candidate whom we believe we could place in a position at a client company. Whenever possible, we try our best to encourage employers to consider the broadest range of potential candidate experiences, requirements and locations for their openings, because we understand that sometimes initial employer job descriptions are far too specific or self-limiting, and that what was yesterday's "absolute requirements" might be tomorrow's "preferences" if no suitable candidates surface in a timely manner.

    It is important to be aware that headhunters are guided by their client companies' requirements in these matches, and some of these details, such as salary level or salary potential, a company's flexibility or inflexibility regarding a candidate's "required" experiences, or an employer's willingness to relocate a candidate, are usually not included in the online job description. It might appear to you that based on an online job posting that you are "perfect" for the job, but if you live in a city or country far from the target location, or if your experiences or salary requirements significantly differ from the ideal target client preferences, it simply might be that there are other candidates whose variables are far closer matches from the employer's point of view.

    Sometimes, for example, a person in machine tool sales, might feel supremely confident about being qualified to be a VP of Sales for a software firm because of the old aphorism "a sale is a sale is a sale." This might in theory be a reasonable self evaluation, but the reality of the job market is such that this person would be competing with people who are already familiar with the intricacies of software sales and with the customers that need to be reached. An employer simply would be extremely reluctant to take the risk of hiring a person who would have to relearn an entire industry. And if the position is a senior management role, that person must also be able to immediately instill confidence in a staff that would expect their boss to know more about their market, customers or product than they do.

    If the company is a public company, stockholders also would demand a VP or "C" level person to bring very credible and immediately recognizably relevant industry experiences to the company. From the employer's point of view, if you cannot step into the job immediately with the right experiences, industry knowledge, customer contacts, etc., then you are too great a risk to be hired for their job. Some companies can indeed "take a chance" on a management hire involving a person whose experiences are different from theirs, but typically such firms do not hire an executive search firm to present them with such candidates. In fact, ART often is brought in by companies specifically after they "took a chance" on a candidate whose experiences were too different from their needs and failed simply because he or she did not come in to the job with the right road map of relevant experiences.

    What do we mean when we say that a candidate had experiences that were "too different" from a client company's needs? This depends entirely on the employer's criteria. For example, in the case of software sales again, one company might feel that a person selling IT services, telecommunications services, software, computers, telecom equipment or other high tech sales would be perfectly fine, whereas another software company might not only refuse to consider people outside of software products, but they might only consider people coming from a very limited range of software product areas, such as network management or ICT products, and then, only people coming from certain companies or from certain product lines at those companies.

    With the issue of location, some companies simply do not wish to relocate candidates due to the costs of interviews, relocation, expatriation packages, visa sponsorship, or other issues. You might want that job in London, Shanghai, or San Francisco, but if you would be competing with highly qualified, experienced and talented people already in those locations, why would an employer feel compelled to interview you before them? So even if you appear to have "perfect" qualifications for a posted job, it might be that there just happen to be very qualified local candidates that you are competing with, and the employer might only wish to consider those candidates. ART is a global recruitment firm, and whenever our clients are willing and able to consider qualified candidates who want or need to be relocated from other cities or sponsored from other countries, we are happy to present as many of those capable candidates as possible. ART has placed many candidates who had to relocated, but in every case, the employer chose to do so only because that candidate was more suitable than other candidates.

     

    Q: I am not currently employed in any of the disciplines or industries that ART recruits in, but I would like to interview for jobs in those fields. Can you help me?
    A: If you are a person with little actual industry experience in a field in which ART recruits, we likely cannot be of too much assistance to you until you gain that experience. Typically, the principal reason why companies decide to hire an executive search firm to help fill a vacancy is because they need a very experienced executive or experienced manager who already has done or is doing the kind of work that they need to be done today. This can be frustrating for candidates who wish to change careers or industries and may believe that, if given the chance, they could perform the duties required. The problem is that, in most cases, employers would not consider that a search firm is offering them appropriate choices if their candidates do not already have verifiable track records in the target job or market. For those who seek significantly different jobs from what they are doing now, most headhunters can do little; but if you are prepared to make more gradual transitions to your ultimate "dream job," perhaps we can help.

     

    Q: I am unemployed or about to be unemployed and I need to talk to a recruiter immediately and get interviews as quickly as possible. Can you help me?
    A: It is a greatly rewarding experience for our recruiters to find a great position for a person who has been unemployed or who is about to be laid off. Unfortunately, while we may try to see if we can assist any unemployed person or soon-to-be laid off executive, we should not be relied upon to provide immediate job interviews with our clients. This is because our current client searches might be for positions in fields, locations or industries that are other than your own.

    We recruit in many different sectors and locations, primarily guided by our client companies' current urgent vacancies, so our recruiters' focus is constantly changing. In some cases, your timelines coincide with our clients' timelines, while in other cases, we might better be regarded only as a possibly useful job source. When or if we can be of assistance is unpredictable.

    If you have a very urgent and immediate need to find a new position, it is unpredictable whether or not we could offer satisfactory job referrals in your timeline. We do encourage you to apply to us, but we also would suggest that in times of such urgent need, it might be good to also look to other sources, particularly well recommended recruitment firms that specifically specialize in your industry, location and discipline. Because of their specialization, they might be able to offer a greater volume of suitable job leads, and they might also solicit your local employers.

    Please note that ART recruiters normally DO NOT solicit ("cold call") non-client companies about our candidates. Ordinarily our recruiters are ONLY working on existing searches that have been authorized by client employers, and we are ONLY presenting candidates after specifically asking the candidate for his or her permission to make that presentation for a specific job at a specific company. If you find yourself unemployed, you might wish to ask your recruiter how s/he works. There is no single model for reputable executive search firms. Excellent recruiters can use one style or the other, or a combination of the two. However, if your urgency to find a new position is immediate, you might wish to consider well regarded industry recruiters who might be able to introduce you to the kinds of hiring managers that  would want to know about you.

    In the event that a currently available client search fits our candidates' experiences, requirements, preferences and location, we always consider all possible candidates in our candidate database equally. When we evaluate candidate-client matches, our recruiting professionals are seeking the intersection between a candidate's logical career path and the employer's business goals.

    Please make note that not all jobs posted on our website are currently available. We might already have filled them. As stated on each listings page, these current or previous search listings are primarily meant to show the types of positions for which ART is typically called to fill. Some are currently available, while most are past searches. Moreover, some currently available jobs are not posted, often due to reasons of client company confidentiality.

     

    Q: What do Headhunters such as ART do?
    A: ART is a headhunting company. Its recruiters proudly call themselves headhunters. Nowadays it has become common for people to refer to any and all companies or individuals remotely involved in the recruitment field as "headhunters," but within the executive search field, the term "headhunter" has a very specific definition: executive recruiters who seek out and approach candidates by the direct approach for their client's specific needs. Most of the companies on the internet using headhunter - related trade names or images do not do what we do. They usually are only dotcoms or advertising companies that do not have staff that is capable of analyzing candidate resumes, much less properly and carefully matching them to their clients' needs.

    Firms that place "help wanted" or other classified job advertisements in newspapers or on the internet are also not strictly considered headhunters. Headhunters define their job as finding and placing people, not placing advertisements and waiting for resumes to come in. Those firms usually are called employment agencies, and in most countries outside of North America, they overwhelmingly form the majority of private companies engaged in the recruitment of professionals. Being such a new recruitment standard in many countries is why in many non-English speaking countries, the local term for "headhunter" is still the English word "headhunter." 

    ART treats candidates whom its recruiters directly recruit and those who send their resumes unsolicited equally, regardless of job title, industry or location. By sending us your application, your qualifications can be seamlessly and rapidly conveyed to the relevant ART recruiters for their consideration. In one noteworthy case, a website candidate sent his application to us and was placed by us as CEO of a software firm that he eventually sold to Microsoft at considerable gain to all parties. 
     

     

    Q: What does ART not do?
    A: Although you might have first come to us via the Internet, please understand that ART is not some gimmicky dotcom. Nor is ART a "jobs bulletin board" or an "online resume posting site." Nor are we career counselors, although candidates often tell us that both the suggestions and advice from our recruiters and our web site have been of great value to them and their careers. 

    While we may try to see if we can assist any unemployed person or soon-to-be laid off executive, we should not be relied upon to provide immediate or voluminous job interviews with our clients. Rather, in such cases, we might best be regarded as a possibly useful job source. When or if we can be of assistance is unpredictable, although we certainly would hope that we could be of help in a time of need.

    If you are a person with little actual industry experience in a field in which ART recruits, we likely cannot be of too much assistance to you until you gain that experience. Typically, the principal reason why companies decide to hire an executive search firm to help fill a vacancy is because they need a very experienced executive or experienced manager who already has done or is doing the kind of work that they need to be done today. This can be frustrating for candidates who wish to change careers or industries and may believe that, if given the chance, they could perform the duties required. The problem is that, in most cases, employers would not consider that a search firm is offering them appropriate choices if their candidates do not already have verifiable track records in the target job or market. For those who seek significantly different jobs from what they are doing now, most headhunters can do little; but if you are prepared to make more gradual transitions to your ultimate "dream job," perhaps we can help.

    We normally do not extensively edit or rewrite most candidate résumés. If a résumé does not tell us what products or services you have worked with, what achievements you have made, or other standard information in a résumé or CV, we are highly unlikely to contact you to ask you to redo your résumé.

    We take very seriously and literally what you tell us or do not tell us in your application and résumé, so please always be as accurate as possible. For example, if you tell us that you would only consider jobs in Brussels or Singapore, we likely would only contact you if we had a search assignment for someone with your credentials in Brussels or Singapore, even if you really would prefer San Diego or Atlanta (but never told us so). Similarly, if you state that you would only want a Vice President of Sales and Marketing title with a minimum annual base of US $250,000 and an annual package of US $500,000, when you might really be perfectly happy to consider a Director's title and a base of  $150K with a package of $250K at a better company, your statements might only cause to limit your choices.

    We pride ourselves at ART that we try to only contact a candidate when we believe that we might have an appropriate job, so if information is misstated or omitted by a candidate, a possibly interesting career opportunity might be lost.
     




 

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