EMPLOYER CONTACT

Employers needing to fill their searches may reach us at:

So that we may best respond to your inquiry, please include the following details in your message:

  • Your name, title, and company
  • The title of the position to be recruited and its location
  • If available, any other details, such as job description, salary range, etc.

You will be contacted by us during your business hours.
(ART works 24/7/365 to help clients on 6 continents.)

Candidates please make contact with us here.



24 hours a day, 7 days a week -- normally within minutes of your contacting us -- employers will be responded to by an ART Client Services Manager, who, based on your specific recruitment description, will then assign the most experienced and suitable ART recruiter for your recruitment need. That ART recruiter will then contact you directly to discuss your needs.

Many new clients express their surprise at just how fast they are in contact with the right person at ART. Our efficiency and the expertise of our staff make it possible for your important executive search process to begin soon after you contact us. No more wasted time having to fly executive managers to the other side of the world just to meet a recruiter. Our Rapid Response system was designed to eliminate the frustrating inefficiency that employers often face when contacting recruitment firms, especially outside of their home cities or countries.


If Your Search is Confidential

    Perhaps 50% of all searches accepted by ART are of a confidential or partly confidential nature. If you are seeking an executive search firm to conduct a highly confidential search and you are reluctant to name or describe the position by title at this time, we ask that you at least tell us about your firm, as well as the generic category of the position - "upper management" or "middle management." Please make sure that you state that this is a confidential search. Any other information such as location would be useful. Please also understand that the first contact, probably made by the ART Client Services Department, is a senior person at ART who routinely handles confidential searches.


More information needed?

Some documents about our services to share with your team for review:


Your Company's Plan for this Recruitment
 Use ART
 Don't Use ART
You need ART to find good candidates for a key position and you want ART to successfully place a good candidate with you for this position.

(We can only work at our best when our client wants us to "win!")
 X



You have traditionally used competent professional executive search firms to fill key positions.

(We can probably do a better job than those firms that you have worked with in the past, and likely at lower overall cost and with the least risk. Our firm has a long reputation, and we have been interviewed by the leading business and technology press of 3 continents, as testament of that great reputation.)
X



This is a confidential search and you need to replace a current person with a better candidate, who needs to be professionally headhunted.

(Confidential search is one of our specialties.)
X




The agencies that you have long used for recruitment do not have suitable contacts in the location, industry or discipline that you require for this post.

(The advantage of working with ART is that we recruit everywhere, in hundreds of industry categories, and in virtually all managerial disciplines. We know "where the pieces fit," so when we do an executive search, we typically bring an advanced and broader level of experience and contacts to assist our clients, wherever they need a candidate to be.)
X



The position is in a country or region other than your own, so you need competent recruiters whom you can entrust to identify key candidates. These recruiters need to be properly trained and experienced in executive search, candidate identification and evaluation, not simply people who place ads and wait passively for candidate resumes to forward to you. You need recruiters who also understand both your business culture as well as that of the target region, so that they can properly identify candidates whose business style fits your firm. You are concerned about the quality of service of recruitment firms in the target region and you need recruiters who understand that your firm wants to hire a key person for a long term and very important role with your firm.

(ART understands most all world and regional business cultures, as well as business cultures that are typical of a particular industry sector. When evaluating candidates for your search, your ART recruiter would understand what you expect and s/he would look for people whose personal best is working in a company such as yours! Because only very experienced recruiters are assigned to our clients' searches, they should be expected to be at the same level of professional competence as recruiters in your country - or much better.)
X



You have been using another recruitment firm on this project and they have failed to find adequate candidates.

(ART's 40 year history is largely a story of new companies coming to us following failed search attempts and being happily pleased by the quality of our executive search services.) 		X



Your firm rarely has had a good experience with agency candidates, but your current need requires the "right candidate."

(A high percentage of our clients are companies that came to us after a failed recruitment effort by another search firm, or a long history of working with poor quality recruitment firms. Our successful placements often convert anti-agency employers into long-term sources of repeat business. We welcome the challenge to help good companies that have never experienced ART's quality of service!)
X



You have had bad experiences with retainer-focused search firms, whose focus is always on guaranteeing their high cost payment rather than focusing on candidate excellence, so now you want to use a results-only search firm.

(We are confident that our executive search work exceeds that of all other recruitment firms, no matter their location or payment structure or public relations expenditures. The ART key factor is the experience and accountability of the ART recruiter working for our client. S/he would have a minimum of ten years' experience in high level executive search. We never outsource any search, and we do not "pass the buck" between offices or departments when doing a client search. The result is clear and constant feedback to and from clients and candidates, allowing for rapid adjustments in the search parameters if needed, as well as a good "meeting of the minds" between employer and candidate.)
 X



Your firm has made an offer to a candidate, but you are not sure that the person will accept, so you want to use agency candidates "as an insurance policy."

(We are an executive search firm, not a provider of candidates whose chances of being hired are near zero. Our candidates are carefully headhunted by our recruiters; they are not waiting to be called for any interview. Please do not use us for this kind of plan, as you might give otherwise very good candidates a bad sense of your company's motives in interviewing them, and that feeling might potentially negatively affect your firm's reputation in your industry or location.)
X



Your firm is strongly considering a tolerably acceptable outside candidate, or an internal candidate, or the referral of a candidate from a current employee, but you want other choices, believing that maybe a better candidate might appear.

(We are hired to find the best possible candidates for our clients, but if the reality is that your firm has largely decided on offering the position to an existing candidate, then we would recommend that you make the offer to that person. It is important for our recruiters and our candidates that our client-companies are committed and serious about hiring ART's great candidates.)
X



Your firm is now advertising for the position or you plan to use job ads, perhaps in conjunction with using contingency recruitment agencies. You would look to ART to provide you with a few other candidates, so that you could have the broadest range of candidates to compare with the ad-response candidates.

(We feel that if the client believes that ad-response candidates, including candidates identified by low-experienced offshore recruiters, are "good enough" resources for that vacancy, then we are not right for that vacancy. You are the best decider on this point, and we respect your choice. However, ART is best used for mission-critical searches that require solid executive search headhunting, which has nothing to do with luck-based ad-response style recruitment. We expect that our candidates would be better than ad-response candidates, but if the employer thinks that ad-response candidates might be "adequate enough" for a particular vacancy, then our recruiters' experience and efforts, as well as our candidates' sincere interest in that employer would have been wasted.)
X



You are under tremendous pressure from the hiring manager to identify strong candidates, but your firm's management has told you that your own role in the firm heavily depends upon your not using recruitment companies, even if agency candidates might be better than ad-response candidates. You decide to try presenting strong agency candidates in the hope that management might see the value of opening the search to superior candidates who have been professionally sought out, identified and evaluated.

(Unfortunately, while we commiserate with your situation, it is almost never good for our recruiters or our candidates to be involved with "penny-wise pound-foolish" employers. Normally the overall value of our placed candidates in their role at our client company is extraordinarily higher than the cost of our candidate's salary plus our fees, but if an employer cannot do that mathematical calculation when hiring a key person, we ought not be considered for the search.)
X



You need ART to find good managerial candidates in a foreign country for a key country- or regional-manager position, as well as to "take care" of a hired candidate's payroll, pension, benefits, tax obligations, etc. You have no legal entity in the country and you probably do not plan to have one. To fill the gap, you are seeking a "full service recruitment firm" or a "simple one-stop solution" that essentially provides recruitment and all legal, payroll and HR support for a single monthly service fee.

(ART proudly only does executive search, but we often can help companies find good foreign candidates, even if our client does not have a legal entity in country.

If the jurisdiction permits a third party to be the official employer of record for a person who actually works on your behalf, ART might be able to identify competent third party service firms to handle your firm's local HR and payroll requirements.
In some jurisdictions it is perfectly legal, socially acceptable, and easy for a person to establish oneself as a business entity, which could directly accept payments and also forward tax and other payments to government entities. We have assisted companies and candidates with this alternative, whenever possible.

But a payroll company or an outsourced recruitment firm that claims that it can serve as the legal employer of your employee is almost always absolutely not experienced in proper executive search. Moreover, the legality of such relationships can vary, depending upon the jurisdiction. Often the lowliest, most deceptive, firms describe themselves as "full service recruiters," when in fact they are typically incapable of performing any proper recruitment for the key needs of international firms, and that deception should serve as a warning about their other services.

It is possible for example, for a local payroll company or employment agency to place jobs ads, send you resumes of local candidates, and then put your hired candidate on their payroll (which your firm would reimburse). But please be aware that employment agencies of this type, even if they claim to be doing "executive search," are most typically not doing executive search.

Think of an employment agency as being to an executive search firm what a house-painter is to a portrait artist or what a barber is to a surgeon. Only somewhat related fields, but actually quite distinct in training and function. It takes years and years for a firm or recruiter to understand executive search properly. One's location is not the deciding factor, it is the time devoted to learning the profession that trains one.

If your firm's key business mission depends on a foreign employment agency mostly because they'll "take care of it all," then you could be putting your firm's business mission at risk. You are really hiring an outsourced payroll company to identify a person who might be responsible for your firm's revenue or success in that region. If that level of service sounds adequate for your needs, then that may be the right choice. And if that firm's role is to be specifically limited to payroll matters alone, that might work out for your firm.

But ART should only be hired if there is a great need by a company to find a highly qualified key person through the efforts of trained professional executive search headhunters.)
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