• Roles might be key sole-contributors, managers supervising a group, or a leader of a large organization.
  

• We recruit throughout the United States and on six continents worldwide.

Executive Leadership

CEO • COO • CFO • President • Managing Director • Country Manager • General Manager

Commercial Leadership

CRO • VP Sales • VP Marketing • Business Development • Channel Leadership • Regional Sales

Finance Leadership

CFO • VP Finance • Finance Director • Controller • Specialized Finance Leaders • M&A

Supply Chain Leadership

Chief Supply Chain Officer • VP Supply Chain • Supply Chain Director • Logistics Director • Materials Director • Distribution Director • Fulfillment Director • Terminal Manager

Manufacturing & Operations Leadership

COO • VP Operations • Plant Manager • Facilities Director • Quality Leadership • Lean/CI Leadership

IT & Infosec Leadership

CIO • CISO • IT Director • Network Director • Data Center Head

Technical Leadership

CTO • VP Engineering • R&D Director • Technical Director • Product Development Leadership

HR & Legal Leadership

CHRO • HR Director • General Counsel • Legal Counsel

• closely held private firms

• large multinationals

• investment banks, family offices, and UHNW/HNW asset managers

• Your ART recruiter will not only be your contact person, but s/he also will be directly and actively involved in your firm's executive search from beginning to end.

• 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.
  

• MISUNDERSTANDINGS ABOUT THE REQUIREMENTS AND DELAYS. At best, the person with whom you are talking (and pre-paying?), might understand 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. So the distant outsourced recruiter might offer to your contact person candidates who are not fits, and the search might need to be delayed and restarted or candidates might be wrongly considered or hired.

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!

• FATAL MISJUDGMENTS ABOUT CANDIDATE QUALIFICATIONS. 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. For example, for an employer requiring a fluent English candidate, a recruiter in the foreign country might judge English skills on test scores alone or might say, "Well, s/he knows English better than I, so that's 'English fluency.'"
  

• POOR TRAINING OF THE OUTSOURCING PARTNER. The training of outsourced recruiters and their agency's ethics might not be at all what one should expect. In many countries, the people doing recruitment (ie., placing advertisements and passively waiting for resumes to appear) are poorly trained and poorly paid. Their managers themselves might not have worked in recruitment very long. They could be a "recruiter" one day and be a "customer service rep." the next day at a hotel or phone company. That is the reality for many - recruitment is just a job or gig, not a profession. That's why they may think that placing jobs advertisements is recruitment or "executive search." Anyone can upload job ads, but it takes years to learn executive search properly.

• POSSIBILITY OF POOR ETHICS BY THE OUTSOURCED PARTNER AND THE IDENTIFICATION OF CANDIDATES BASED ON CRITERIA UNRELATED TO COMPETENCE OR CANDIDATE TRACK RECORD. Moreover, in some underdeveloped countries, recruiters often approach a candidate saying, "I have a great job for you, and if you pay me, I will make sure that you are presented for this job." In other cases, friends or family members are promoted to the employer, without the employer being told that possibly better candidates were available. In other cases, candidates might not be presented due to racial, ethnic, religious, age or gender discrimination.
  

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.

• THE FINANCIAL MODEL OF RECRUITERS WHO OUTSOURCE DOES NOT NECESSARILY BENEFIT AN EMPLOYER. 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?

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.