From Reasonable People
does your firm not post your telephone number, fax number or mailing
A: When our firm established its website in 1997 - ten years after our founding - we naturally
posted our phone number and mailing address. Unfortunately, we quickly realized
that more problems were caused by doing so. Firstly, we were surprised
at how many resumes and calls that we received from people who were in
fields that were in no way related to our recruitment markets. Some
people seemed to not read about our recruitment practice markets and competencies and instead they seemed more interested in sending their resumes to as many
jobs-related companies as they could find, even if inappropriate. This did not serve their interest or ours.
Some people would call us, and rather than clearly stating
their business, they would simply leave vague messages, such as,
"Please have a recruiter contact me." But when the call was returned,
the message might have been from a tele-salesperson making a pitch selling some unrelated service, or
even from a parent asking what were good college majors that might help
their kids get good jobs!
Since at least half a million new web visitors have
been coming to our site every year, it just became too wasteful a
proposition to have very highly trained and experienced headhunters
spending their time with people who really did not appreciate our time,
knowledge or efforts. Unfortunately, due to these few, we are caused to seem distant to those candidates whom we are very interested in getting to know.
Although we wish that we could post this
information for your comfort level, the reality is simply that if we
did so, we would be unable to spend as much time working to match our
excellent candidates with our client companies' challenging
opportunities. We truly regret this dilemma, and we apologize for any
inconvenience that this policy might pose for you.
Candidates who are contacted by ART recruiters are put in contact with a recruiter whom they could call or write at any time. Many candidates tell us that they are surprised at how very reachable our recruiters are - often being available to respond quickly to their letters or calls.
We hope that we shall have the opportunity of working with you some day.
Q: What email address can I send my resume or CV to?
A: Unless a candidate has been recruited directly by an ART recruiter, we can only accept resumes or CV's sent via our online
application form. We are interested in hearing from candidates who are
willing to devote a minimum of 10-15 minutes to filling out our
invaluable application form that significantly helps us properly match
candidate experiences and requirements with our client companies'
needs. To send us your application along with your resume or CV, please
Q: Why can't I just send you my resume as an attachment to an email message?
A: Because of the difficulty of converting resumes sent in
a wide variety of formats, it makes more sense for us to be
spending more time trying to find you positions than trying to decode
indecipherable computer characters. Generally speaking, plain text
files can be read correctly on every computer in the world and probably will remain so for a long time. When you send us your information via our online form, it is converted into plain text.
Before we set up the current system,
some maddening occurrences often took place. For example, every day at
least one person would send us two or three e-mail messages, sent at
different times, each containing a different attachment (Resume in MS
Word 95, Resume in MS Word 97, References, Publications, etc.). It is not very useful for the recipient to file these data in a simple way.
One person even accidentally
sent us a recipe, confusing his file "recipe.doc" with "resume.doc."
By the way, if you e-mail your resume to an employer, they
more than likely will require you to send it as Plain Text pasted into
the body of your e-mail message, or, increasingly, copied and pasted it
into an online form on their website --very similar to ours!
Q: Your firm sounds as if it could help me and my career,
but I really find it a nuisance to fill out your resume and application
form. Why do I have to do that? Other search firms are happy just to get your resume.
A: We ask a
number of basic questions, such as "Where would you like to work?" and
"What kind of firm would you prefer to work at?" not to waste your
time, but rather to save you and us time. The time that our
application should take to fill out is time well invested, as it immediately tells our
recruiters a great deal about what types of jobs, industries and
locations that we should and should not call you about.
There can be few things more annoying to job seekers than to
get a call from a headhunter about the wrong job. Our
standardized application is the way it is because many candidates do
not write clearly understandable resumes. Even very good candidates may
on occasion omit important details or overstate irrelevant or
Before implementing our current system, our recruiters found
themselves calling candidates to get answers to very important but
simple questions that should have been answered in the text of the
resume or in a cover letter, such as "what products are you familiar
with?" and "what positions do you wish to consider?" Some people
claim they are fluent in foreign languages when actually they took the
subject in high school two decades earlier and have forgotten the
language entirely. Others would say they were experts in "C" language
programming or Kaizen, computer product marketing or MRP II when it
would become apparent that their knowledge about such topics was
limited to the reading of a book or attending of a seminar. Some claim
they are willing to relocate when in fact they would never move for any
job. After a great deal of wasted time, we determined that there had to
be a more efficient way to begin the process of job search.
Sorry for any inconvenience, but it is the beginning of an
important career search, recruitment and placement process. Being
humans, not computerized resume scanning machines, we naturally feel
more enthusiastic about working with those candidates who appreciate
the work we have invested into making their career search process as
effective as possible.
Our application is used solely to understand how to best
serve you. Your e-mailed application and resume are kept in the
strictest confidence. No information sent us is ever going to be used
for any kind of outside marketing survey or database.
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.
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.
Originally, our internet site was intended to be used only
for the benefit of those candidates and client-companies, but early on
we found that people from all over the world were visiting us and
writing us about how helpful our ART Career Guide is. They wanted to
send us their resume. Employers told us they were happy to hear about a
search firm with our comprehensive "results oriented" approach, and
they asked us to help them fill critical management and executive
openings in their organization
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
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
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
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
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 unpredicatable 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
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.