We
Serve
You Wherever
Your Needs
Are!
Need
to Quickly
Choose A Good
Executive
Search Firm?
Founded
in 1987, ART
is an American
executive
search firm
that uses
"best in
class" methods
to identify
the best
available
candidates for
our client
companies'
senior- and
middle-management
executive
searches
worldwide.
But
what
differentiates
ART from other
recruitment
firms?
The ART Simple
Business
Equation for
Success:
Targeted
executive
search done by
well
trained,
experienced
professional
recruiters
+
low,
results-only
flat fees (never
fees
arbitrarily
based on % of
candidate
salary)
+
strong 100%
money-back
guarantee for
up to 180 days
after
start-date
=
repeat
business from
our clients,
whose success
depends upon
our great
candidates
The
ART Simple
Model of
Executive
Search has
allowed our
firm since
1987
- to
expand
globally into
the leading
1,500
metro-areas on
six
continents;
- to
gain subtle
understanding
of dozens of
job categories
& their
relationship
to successful
business
models;
- to
develop
recruitment
expertise in
dozens of
complex
industries,
including
contacts with
a sector's top
candidates
Success comes
to the ART
Executive
Search Model
by
understanding
the
intersection
of
- a
unique
company's
unique
business model
and unique
business goal
with
- a
unique
person's
unique career
experience,
unique style
and unique
career goals.
ART
relies
entirely on
headhunting.
Headhunting
is a
time-tested
executive
search process
also called
"the direct
approach
method." In
this way,
candidates,
often
recruited at
the client's
competitors or
near-competitors,
are given
priority in
the candidate
identification
and selection
process as
being the
closest fits
and least
risky
candidate
choices for
the client
search.
Of
course, other
candidates may
also be
considered,
and in some
cases it is
even
preferable for
a company to
consider
different
candidate
experiences.
Because your
ART recruiter
is very
experienced,
s/he will know
where to look
for
candidates,
and s/he will
understand
what
candidates
would be best
for a client's
business goals
and business
model.
ART
has never used
advertising.
***tldr:
Recruitment
firms that
rely on
advertising to
find
candidates are
not
headhunters
(even if they
call
themselves
headhunters)
and they
are not doing
executive
search (even
if they
describe their
activity as
executive
search)!
It
makes good
sense for an
employer to
place
advertisements
for most of
their
company's
vacancies,
but in special
cases when true
executive search
(headhunting) is
needed to find a
very special kind
of person for a
very special kind
of business
mission, then
professional
headhunters bring
an employer great
value.
Outside
recruitment
agencies that
merely place
ads and that
wait for some
barely
acceptable
candidates to
appear, are
generally a
waste of time
and money, and
they can
create risk
due to their
incapacity in
executive
search
recruitment, in
terms of
presenting the
"wrong" candidates
for the "wrong"
job. Sometimes
they market their
services to a
Human Resources
department like
this: "We'll place
the ads for you;
we'll receive a
1,000 resumes; the
candidates won't
bother you about
follow-up; and
then we'll sort
the resumes and
only send you the
best resumes."
That kind of
service comes from
an agency that has
no useful
candidates, and no
useful
capabilities or
useful contacts to
conduct a
headhunting
assignment. Their
method has nothing
to do with
executive search,
and it has no
particular regard
for either the
long term needs of
the candidate or
the employer. It's
just saying that
they know how to
place an
advertisement that
will get an absurd
number of
responses.
A
recruitment
agency's
reliance on
advertisements
is an
admission that
they do not
have useful
candidates or
useful
industry
contacts at
the start of
the client's
search. What
then is their
actual value to an
employer? An
untrained
recruiter is
rather a costly,
time-wasting, risk
to the employer's
business mission,
which depends upon
filling the role
with the best
possible candidate
available. A
recruiter who
relies on
advertising is a
person who has not
been properly
trained as to
where to find good
candidates or
probably how to
properly
understand what is
good for their
careers, so that
recruiter's advice
and judgment is of
negligible value
to both the
candidate and the
employer.
Our
client-companies
do not hire us
to be lucky!
- Our
clients hire
us because we
are
professional
headhunters
trained to
seek out,
evaluate, and
present the
best possible
candidates for
our clients'
most important
business
missions for
which failure
is not an
option.
ART
never
outsources any
search to
other
recruitment
firms.
By
doing our
clients'
searches
entirely
ourselves, we
are able to
control the
quality,
confidentiality,
and timelines
of the search.
- At
ART, all
activity and
industry
knowledge is
centralized,
for efficiency
and for the
creation of a
finer and
longer lasting
placement.
Often
when a
recruitment
firm cannot do
a search
themselves,
rather than
being honest
with the
employer, they
will brag
about "their
network,"
"their
partners," or
speak of
"multiple
offices"
scattered
around a
target
geography, as
some kind of
proof of their
capability to
serve the
employer
properly.
Often they
will require
retainers to
start the
search and a
second
guaranteed fee
to present a
"short list"
of candidates
who have been
identified by
their
"partners."
But here's the
problem: they
do not have
candidates
themselves;
they do not
know where to
find
candidates;
and the only
way that they
could offer
any candidates
is to
outsource your
key search to
either another
office or to
strangers.
Their
method then is
kind of like
this: you have
an ailment, so
you go to your
doctor. Your
doctor listens
to you talking
about your
symptoms, but
that doctor
says that he
would not be
treating you.
Instead, that
doctor brags
about
there being
many other
doctors in
"the network"
who would be
called in to
treat you,
although you
won't actually
ever meet them
until you are
under
anesthesia on
the operating
table. You
don't get to
know the
qualifications
or experiences
of the others
in "the
network," but
"that's OK,
don't worry,"
assures your
doctor. And
after this
chat, you can
now go to the
reception desk
to pre-pay
your surgery,
knowing that
you will be
well cared for
by "the
network."
So,
at best, the
recruiter whom
you are
talking to
might have a
very different
idea about
what
constitutes a
good
candidate-client
match compared
to what the
recruiter who
would actually
be identifying
candidates
might imagine.
Problems of
this type
could
especially be
greatly
amplified if
there is an
international
component to
the search,
because
outsourced
recruitment
agencies in
other
countries
might have
quite
different
assumptions
and evaluation
methods
regarding
local
candidates who
would work for
foreign
employers. In
addition, the
training of
their
recruiters and
their agency's
ethics might
not be at all
what one
should expect.
In
most cases
involving
split-fee or
outsourced
recruitment
scenarios, the
"partner firm"
simply will
not do any
work unless
the
originating
agency
guarantees to
pay them in
advance.
Moreover,
typically
agencies will
always
prioritize
their own
immediate
searches over
inter-office
or other
split-fee
arrangements,
if only
because their
own cases are
full-fee
cases. Did the
recruiter whom
you spoke with
forget to
mention this
when s/he
spoke of
"their
network?" No
mention of
delays that
might occur in
your search
due to your
search being a
lower priority
for the party
that really
would be doing
your
recruitment?
Doesn't this
"split-fee
multi-agency"
or "outsourced
recruiting
partner"
method for
doing your
company's key
executive
search sound
flawed for
your firm's
important and
pressing
needs? Doesn't
it sound like
a methodology
of recruitment
that mostly
exists to
guarantee
maximizing
payment to a
recruitment
agency and
their unknown
partners,
rather than to
identify the
best
candidates to
better your
company?
And
what happens
when your
company signs
a contract
with some
recruitment
agency that
admittedly
cannot do the
search
themselves -
often because
it's an
international
search - but
then they must
scramble to
find some
recruiters
(any
recruiters)
somewhere that
might actually
be able to do
your search?
What a mess!
This is how a
proper search
that might
have taken 2-3
weeks ends up
taking six
months....
By
contrast, when
you work with
ART, the
recruiter
assigned to
your case will
be the person
whom you will
speak to
throughout
your search,
and s/he will
be personally
seeking out,
identifying,
and evaluating
your
candidates for
mutual
suitability.
- After
candidate
presentation,
during your
hiring
process, your
ART recruiter
will be
personally
channeling
feedback with
you and with
any of the
candidates
being
considered,
with the
objective of
minimizing
misunderstandings,
clarifying
issues for
both sides,
and finding
the right
person for
your firm's
key search.
- By the way,
it is ART
policy that
when a search
inquiry comes
to us, at the
start we
estimate our
likelihood of
our being
successful,
and if we do
not believe
that there is
at least a 75%
chance that we
could find the
right person
for that
client, we
will not
accept the
search. So
whenever we do
take on a new
case, we
consider that
search is a
priority
search!
We
are in
continuous
operation,
24/7/365.
Our
clients'
business
cannot stop
because a
recruiter is
asleep or on
vacation. ART
recruits
everywhere, so
this means
that when
other
recruitment
firms are
working, we
are working.
When they are
lunching, we
are working.
When they are
sleeping, we
are working.
Not only does
our model of
efficiency
help us finish
searches
faster, it
also allows us
to compete
effectively in
all world time
zones.
Employers
working with
ART never feel
that there is
a time zone
lag when
working with
an ART
recruiter.
Ordinarily,
working with
ART should
feel as easy
as working
with a local
recruiter in
one's own
city. This
kind of rapid
response and
immediacy is
critical in
order for
search
parameters to
be
continuously
fine-tuned
between the
employer and
the ART
recruiter.
There is never
a sense of
"buck passing"
or gridlock
when working
with ART,
because for
us, time
wasted is
simply not
acceptable.
The
recruitment
breadth and
depth of ART
is such that
we can quickly
understand a
client's
vacancy,
market,
industry or
region, so an
employer does
not need to
waste time
explaining
things to an
ART recruiter.
We
recruit in
dozens of
industries, in
over 1,500
metro areas on
six
continents,
while most
other
recruitment
firms recruit
only in narrow
industry
sectors, often
only in their
own locality.
We
recruit in the
general
management,
sales,
marketing,
finance,
supply chain,
manufacturing
operations,
engineering,
IT, human
resources and
legal
disciplines -
the key
departments
upon which a
company's
success
depends. Most
other
recruitment
firms only
have
sufficient
experience in
one or in just
a few of these
disciplines.
Simply
put, with
nerly 40
years'
experience
recruiting in
our clients'
markets and
candidates'
fields - and
everywhere in
between - "we
know where all
the pieces fit"
between a
company's
departments,
so we can call
upon our deep
knowledge and
resources to
find just the
right kind of
skills that
your firm
needs to
fulfill its
key business
mission.
We
might well
have already
recruited for
your firm's
direct
competitors,
as well as for
your suppliers
and customers.
And if the
search is an
international
one, ART is
one of the
best
experienced
search firms
to understand
the subtleties
of different
national
business
cultures. We
can be helpful
in making your
firm's
executive
search less of
a high-risk
mystery tour
and more of a
normal meeting
of like-minded
people from
your industry
who can help
take your firm
to a higher
level.
|
Upper
Management/
General
Management |
CEO's,
COO's,
Presidents,
Managing
Directors,
General
Managers,
Geschäftsführer,
PDG, Country
Manager,
Regional Vice
President,
General
Director,
Chief
Representative,
etc. |
|
|
Sales,
Marketing
&
Business
Development |
Chief
Sales Officer,
Chief Revenue
Officer,
CMO's, Sales
and Marketing
VPs/
Directors/
Managers,
Country
Managers,
National Sales
Managers,
Business
Development
Directors,
Global Account
Director/
Manager,
Regional Sales
Manager, etc. |
|
|
Finance
Management |
CFO's,
Finance VPs/
Directors,
Financial
Controllers,
Finance
Manager,
Financial
Planning &
Analysis Mgr.,
etc. |
|
|
Manufacturing
&
Operations |
COO,
Plant
Managers,
Manufacturing
Operations
VPs/
Directors,
Quality
Director,
Director of
Continuous
Improvement,
Lean Director,
Process
Improvement
Manager, etc. |
|
|
Supply
Chain
Management |
Chief
Supply Chain
Officer, VPs/
Directors -
Procurement, Materials,
Logistics,
Distribution,
Fulfillment;
Sourcing
Manager/
Director |
|
|
Information
Technology
&
Information
Security |
CISO's,
CIO's,
CTO's, VP's and Directors |
|
|
R&D
and
Engineering |
CTO's, VP's,
Directors and
Managers
|
|
|
Human
Resources
& Legal
|
CHRO,
VP Human
Resources,
Human
Resources
Directors, and
HR Managers;
Chief Legal
Counsel
|
|
|
|
|
ART
SPECIALTY
SERVICES
High
Confidentiality
Searches
For
Competitive or
Other Reasons.
More....
International
Infrastructure
Our
candidates
bridge your
firm's style
with that of
your foreign
customers and
staff. More.....
Managing
Change: Fixing
or
Restructuring
Companies
Managers to help
Multinationals,
Large, Small,
or Medium
Sized Firms. More.....
|
|
ABOUT
OUR
CLIENT-COMPANIES
ART
client
companies
include
family-owned
firms, large
multinationals,
private equity
portfolio
companies,
fast growing
medium sized
firms,
and well-funded
small
companies that
have important
needs at home
or abroad for
well
experienced
senior- and
middle-managers
with
established
track records
of success.
ABOUT
OUR FEES:
ANOTHER ART
DIFFERENCE
ART's
fee policy is
a flat-fee,
results-only
policy. This
is the best
way to
encourage our
recruiters to
work
efficiently
and
intelligently
on behalf of
our candidates
and
client-companies.
Following the client's initial
inquiry to us, we
evaluate the
job's unique
details,
including the
job title,
salary range,
location, and
the degree of
difficulty of
the search,
and then we
propose to
the client our
fee terms in
a formal
written
contract. Once
we have stated
our fee to the
client, that
amount would
not change at
any time
during the
search,
interview, or
hiring
process. We
offer this
policy so that
our
recruiters'
work can be
oriented
to finding
the best
possible
candidates for
our clients'
important
needs.
We
have been told
by our clients
that our fees
are typically
lower than
those charged
by our
competitors.
ART
tries whenever
possible to
discount our
fees if there
are multiple
searches, so
that the
client can see
an especially
good bargain
in continuing
to work with
ART.
We
also offer a
comprehensive
100%
money-back
guarantee on
our
placements,
another
important
factor that
keeps us
focused on the
quality of our
candidate-client
matches.
ABOUT
YOUR ART
RECRUITER
ART
recruiters
assigned to a
client's
search always
have a minimum
of ten years'
experience in
senior
management
executive
search and
recruitment.
That person
will not only
be the
client's
contact
person, but
s/he also will
be directly
involved in
the client's
executive
search. By
keeping our
recruiters
close to both
our candidates
and our
clients at all
stages of the
recruitment
effort, the
client can be
assured that
the ART search
will be more
intensely
focused,
especially if
the search
must involve
multiple
cities or
countries.
If
your firm has
a reputable
history and if
you have a
very difficult
search
assignment and
believe that
our experience
and candidates
might be
helpful in
filling your
client's
search
assignment,
please contact
us to discuss
a
relationship.
If
you are a
recruitment
firm that
would like to
present
candidates to
us, we cannot
help you. For
one thing, it
is very likely
that "your"
candidate is
also already
"our"
candidate. ART
does not
outsource our
recruitment
process to any
other company
for any
reason. This
is to ensure
the quality
and ethics of
the search
according to
our standards,
because we
strongly value
the careers of
our candidates
as well as the
quality of our
work.
|
|
TOP
10 REASONS WHY
YOUR FIRM
SHOULD
ENTRUST ART
FOR YOUR KEY
MANAGEMENT
SEARCH AT HOME
OR ABROAD:
1.
EXPERIENCE
COUNTS.
ART has nearly
40 years'
experience in
conducting mission-critical
senior level
management
executive
search
assignments
for leading
corporations
in a wide
variety of
industries. A
recruiter is
assigned to
your firm's
search only if
s/he has had a
minimum of 10
years'
experience in
senior
management
executive
search. Proper
executive
search is not
an easy
profession,
and those who
have proved
themselves
over the
duration are
those who know
how to serve
their clients
and candidates
well.
2.
OUR
RECRUITMENT
METHODOLOGY IS
SUPERIOR.
ART
is a U.S.
executive
search firm
whose
recruiters
bring the
highest level
of American
executive
search
(headhunting)
to the world.
Why should
this be
important to
you? Because
in America,
since the 1960's, there has evolved a great distinction between
recruitment
firms that do
executive
search
headhunting
and employment
agencies,
which only
know how to
place
advertisements
for employers.
Leading
corporations
only trust
their key
management
searches to
executive
search firms.
But in much of
the world, even
if the firm
claims to do
executive
search,
their typical
practice of
recruitment is
often limited
to the passive
placement of
advertisements
and the
hit-or-miss
nature of
sorting
through
incoming
resumes.
At
most of our
competition,
ad-response
candidates are typically sorted
by poorly
trained
staff who
have minimal
understanding
of careers,
corporate
business
structures, or
even
their clients'
products and
technologies.
For most, it's
just a
temporary gig
and not a
profession. If
your company
is seeking a
key manager to
help your
company,
shouldn't that
search be done
by a
recruitment
professional?
3.
WE SEEK
CANDIDATE
EXCELLENCE,
NOT MERE
AVAILABILITY.
ART
recruits
everywhere on
earth using
the exact same
standards,
methods and
expectations.
All countries
have
differences
that need to
be understood,
but never
should our
client accept
a candidate
anywhere who
is not up to
the same high
standards as
similar
employees in
other
countries.
4.
ART
RECRUITERS
HAVE HIGH
REPUTATIONS.
ART
recruiters
working on
your search
often have
world-famous
reputations in
executive
search,
including interviews
in
the world's
leading
business
publications.
We
make available
transcripts of
most of these
interviews
on our
website.
5.
ART
RECRUITS IN
YOUR
CITY, ACROSS YOUR COUNTRY,
AND GLOBALLY.
ART recruits
globally in
over 100
countries, in
the top 1,500
world centers
of business,
industry,
finance, and
creativity. We
are able in
the briefest
of time to
enlarge a
search radius
from a single
metropolitan
area, across a
country,
throughout a
continent, or
globally. Our
objective is
to find the
best local
candidates
whenever
possible, but
if a wider
scope is
needed, in
order to
provide more
varied
choices, ART
is uniquely
qualified to
lead that
search effort.
6.
TOP
MANAGERS IN
YOUR INDUSTRY
TRUST ART.
Because our
candidates
know that we
care about
their long
term career
successes, a
great many of
these industry
leading
talents look
to ART for
their career
options. Not
only are we
able to tap
great
candidates who
have sought us
out, but many
of these top
managers in
your industry
happily and
confidently
refer their
most capable
colleagues to
ART when we
have a fitting
client search.
Trust, longevity,
and competence
work to
everyone's
advantage.
7.
ART
CONTROLS ITS
ENTIRE SEARCH
PROCESS.
ART does all
of our search
work through
our own
recruiters. We
do not
outsource our
recruitment to
any other firm
for any search.
By not
outsourcing
with any other
firm we are
able to
control the
quality of the
search, as
well as the
time lines and
ethics. These
matters
are greatly
important to
us in properly
serving our
clients and
candidates.
8.
ART IS IN
CONTINUOUS
OPERATION,
24/7/365.
When
our
competitors
are working,
we are
working. When
they are
having lunch
or dinner, we
are working.
When they are
asleep, we are
working. So is
it really
surprising
that ART beats
out
other recruitment
firms, even in
their own
cities and
countries?
9.
ART IS FAST
WITHOUT
SACRIFICING
EFFICIENCY.
Most searches
involve the
identification
of suitable
candidates in
1-2 weeks,
with candidate
contact and
evaluation
typically
being in weeks
3-4. In most
cases a client
can expect to
see candidate
resumes or CV's
3-4 weeks
after the
start of the
search.
Clients are
updated with
progress
reports on at
least a weekly
basis, and if
the search
parameters
need to be
fine-tuned, we
would do so
quickly with
the advisement
of our client.
10.
WHEN ART
TAKES ON A
SEARCH, WE
TAKE THE RISK,
NOT THE CLIENT.
We only accept
a search if we
have
determined
that we have
at least a 75%
chance of
finding
candidates
that the
client would
want to hire.
This
calculation is
made as a
"best guess"
at the start
of the search,
but it is an
"educated
guess," based
on our
knowledge of
the client's
industry, the
local market,
and the
attractiveness
of the
opportunity
for our
candidates.
|
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