ATLANTIC RESEARCH TECHNOLOGIES Executive Search & Management Recruitment Worldwide
| DK | FI | ID | JP | PL | TH | TU | VN | ||||||||||
Asia-Pacific |
USA & Canada |
Europe |
Middle East |
Africa |
|||||||||||||
 |
Headhunter Blog |
|
ART
Serves You Wherever Your Needs Are!
Yes,
You've Come to the Right Place! How
May We Help You?
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. Roles might be key
sole-contributors or managers over large
organizations.
What
Differentiates ART from other Executive Search
firms?
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; and to develop recruitment expertise in
dozens of complex industries, including contacts with a
sector's top candidates, so that "we know where all the
pieces fit together."
.
Success
comes to the ART Executive Search Model by our
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.
Other
recruitment firms live by keywords, bots, and
luck...
but
ART's decades of extraordinarily diverse recruitment
experiences have taught us how to thrive and how to
correctly match our excellent candidates with our
great client-companies. That's why our clients give us
repeat business for years, and why our candidates
recommend their most trusted colleagues to us.
|
||||||||||||||||||||||||||||||||||||||||||||||||||||||||
|
ART SPECIALTY SERVICES
High
Confidentiality Searches International
Infrastructure Managing Change:
Fixing or Restructuring Companies |
|
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. In certain cases, a minimal non-refundable
shortlist fee might be required, but if no suitable
candidates are found by ART, then no shortlist fee
would be charged. Once we have stated
our fee terms 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. Invoice for our placement typically is 30 days after the placed candidate's start date of employment. 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 (or replacement candidate) guarantee on our placements, typically for 90-180 days - 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
YOU ARE A RECRUITMENT FIRM
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. |
|
How Should An Executive Search (Headhunting) Firm Serve Your Company? 1.
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.
2.
ART has never used advertising to source
candidates.
***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)!
Of
course 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 can bring an employer great
value. The ART recruiter assigned to your firm's search
will have a minimum of 10 years' experience in proper
executive search.
Outside
recruitment agencies that merely place jobs ads and then
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 how to properly understand what
is good for the candidates' 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!
3.
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.
4.
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,
business development, 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 nearly 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.
5.
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 dysfunctional problem with the outsourced or
inter-office recruitment model:
(1)
they do not have candidates or useful industry contacts
themselves, even though they describe themselves as
experts in that sector or market or discipline, in order
to gain an employer's trust and advanced payment;
(2)
they do not know where to find candidates; and
(3)
the only way that to 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
s/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."
What
are the consequences of an outsourced model of
recruitment?
By contrast, the ART recruiter assigned to your search, and with whom you would communicate initially, would be the same person doing your search, evaluating candidates and presenting candidates to you personally. S/he would be hearing your feedback and the candidate's feedback throughout the hiring process. No information loss!
In
this case, an ART recruiter would not be only looking
for good English communication skills, but the ART
recruiter would also be looking for the foreign
candidate to think bilingually. Foreign accents are OK,
and language errors are usually excusable, but what
cannot be lost is an ability by the foreign candidate to
fundamentally understand the mindset and business
culture of the distant employer.
ART recruiters always
will have at a minimum of 10 years' proven
experience in executive search, typically with
proven successful recruitment in the client's industry
or target region. Simply being located in a country or
city does not automatically make one an executive
search headhunter who has learned how to find
candidates or how to evaluate candidates' experiences
and suitability.
In stark contrast,
ART has never asked any candidate for a fee. All of
our work is employer-paid. We consider recruiters that
extort money from prospective candidates in order to
be considered for a job or who promote friends or
family members ahead of better qualified candidates to
be unethical criminals, and we never would "partner
with" or outsource any search work to such companies.
We do not tolerate discrimination in hiring in any
country for any job for any reason.
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!
. |
|
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. 11. WE WORK EXTRA HARD TO EARN YOUR LOYALTY. We added an 11th reason to work with ART to show that at every stage of our relationship, we try to add more value to you and your firm. Reduced fees on multiple searches, for example. |
| Our Recruitment Practices | ||
| INDUSTRIAL - ADVANCED TECHNOLOGIES - SERVICES | ||
| SEMICONDUCTORS & ELECTRONICS | INDUSTRIAL PRODUCTS & EQUIPMENT | ENGINEERING & CONSTRUCTION |
|
|
 Metrology &
Inspection Equipment
Machine Tools
Power Tools Plastic & Metal
Components |
Data Centers IT
Networking Infrastructure
Industrial Plants Steel
Mills Industrial
Infrastructure
|
| CONSUMER PRODUCTS & SERVICES | MEDICAL & HEALTH TECHNOLOGY | ENERGY & POWER GENERATION |
|
|
Reagents
Botanicals &
Herbals
|
Engineering &
Construction Sector |
| CHEMICALS & ADVANCED MATERIALS | AEROSPACE & AVIATION | AUTOMOTIVE & TRANSPORT |
| Specialty
Chemicals
|
|
|
| IT & NETWORK SERVICES | FINANCIAL & BUSINESS SERVICES | LOGISTICS & SUPPLY CHAIN SERVICES |
|
|
|
Ground Logistics -
Trucking
|
|
|
|
|
|
|
|
|
©2026 Atlantic Research Technologies. All rights reserved
HOME