Shenzhen &
South China Executive Search
Shenzhen
|
Dongguan
|
Foshan
|
Guangzhou |
Huizhou |
Jiangmen |
Zhongshan
|
Zhuhai
|
Hong
Kong
|
Macau
|
Xiamen
|
Fuzhou |
Examples
of Past or Present Job Searches for China: Here
OUR
RECRUITMENT
FOCUS IN CHINA:
???? ("Avoid
Risk!")
ART
conducts
executive
search on
behalf of
clients for
whom failure
is no option.
ART's
recruitment in China has
always been solely on
behalf of foreign
companies, whose goal is
to reach Chinese consumers
and businesses with their
outstanding products,
services and practices, or
to utilize China's market
as a source of products
for their firms. In this
dynamic but unfortunately
still less than
transparent market, our
preference has always been
to only focus on searches
for knowable candidates
coming from knowable
international companies
for knowable job roles at
knowable business units
that are driven by realistic
and knowable business
goals.
In
the China market we
ourselves start out by
avoiding needless risk. That
is a very good starting
point to help our candidates
and clients to avoid
needless risk in their
recruitment in China.
At
every stage of our
executive search process,
we try our best to avoid
risk. This is how ART
conducts executive search
in China, as well as in
the 100+ countries where
we recruit. Founded in
1987, we are a U.S. search
firm that assumes two
important points in doing
our search work:
1.
There always must be a
logical reason for a
candidate-client match.
This conception is often
disregarded by other
recruitment firms, because
they simply want to make a
placement. For ART,
however, logical matches
are all-important. ART
recruiters are trained to
only present candidates to
our clients if there
appears to be a "logical
career path" for that
candidate to take a
position with that
firm.This helps avoid
needless risk and
surprises in a hire and
helps prevent a hire that
might lead to a company's
failure to reach its
business goals.
ART
is frequently brought into
a search after a client
has unfortunately
discovered that the wrong
person had been hired for
a very key role. So you
might say that we learn
from other people's
mistakes. When we take on
a new search, one of the
first things we do is try
to discover what went
wrong with the last
person, so that those
mistakes could be avoided.
Even if the search is for
a role that is brand new
at our client company, we
come into the picture with
decades of seeing similar
business models in China
and elsewhere, so we
understand which kinds of
matches work well and
which ones do not.
It
is far too common for
poorly trained recruiters
at our competition
to merely care that a
candidate is "available"
or to believe that if the
salary or title is better
than currently, then they
have made a good match.
By
contrast, we take a very
long-term approach to our
matches, because we try to
cultivate our
relationships with our
candidates for the
entirety of their careers.
A current Sales Manager in
China might be tomorrow's
China General Manager, or
Asia-Pacific Regional
Managing Director. We
value our candidates
because it is a decent
thing to do, and also
because it is good for
our business
expansion and industry
reputation.
If
our placed candidates do
well by us, these great
candidates will refer us
to other great candidates
and help put ART in a
network of highly
accomplished managers whom
our clients would want to
employ. By our needing to
see that our candidates'
careers will logically be
improved at our
client-companies, we are
not only helping our
candidate and clients; we
are helping ART. This is
how and why we have been
successful globally, and
why our candidate reach
and depth extends into
most industry sectors on a
global level.
If
both our client and our
placed candidate are
happy, our networks of
business relationships (?
?, gu?nxi)
grow, thereby making ART
even better able to
serve both our clients
and our candidates.
How
does this help an ART
client? If, for example,
they might need a
Financial Controller in,
say, Qingdao, we not only
only know good candidates
in Qingdao, but we might
also be connected with a
great Finance Manager in
Guangzhou who is
originally from that city
and wants to return, or we
might know a CFO in
Dortmund or Dallas or
Shanghai who used to work
there and who knows the
perfect person for that
role. Our China-wide and
worldwide reach of
candidates and contacts
does not cost our clients
anything, but it does add
an extra layer of valuable
resources to uncover just
the right candidates for
their position. While our
abilities as headhunters
are pretty good, perhaps
our greatest value to our
clients is in our
longstanding relationships
of trust with our
candidates.
2. In the candidate
evaluation stage,
continuous and honest
communication between all
parties is absolutely
encouraged. After
identifying enthusiastic
and very qualified
candidates to our
clients,we encourage frank
and clear conversations
between the two parties
about their job history
and about the specifics of
the employer's stated
business mission. If we do
not believe that a
candidate is right for
that job, we will tell the
candidate our opinions,
even if the cost for us
might be to lose that
placement. Do our
competitors do this? Very
doubtful. We do it to
minimize risk.
Our
candidates in China
typically are experienced,
Western-trained or
Western-educated Local and
Expatriate Senior Managers
and Middle-Managers who
are able to run China
business units or manage
China-based corporate
departments. Why do we
believe that they are able
to do so? Simple. Because
they are doing that now!
They already have track
records of success at
knowable Western
companies.
Roles
in China might be as Sole
Contributors or as
Managers supervising
staff, large or small. The
position might be with a
greenfield venture or with
a very well established
and large business.
Searches
in China might be at
the regional level
(Asia-Pacific, Greater
China), China national
level, or regional
level.
We
also seek out candidates
who specifically have
worked under similar
business models as our
clients'. A medium-sized
family-owned firm is
quite different from a
large public MNC, so
even though both firms
might be headquartered
in the same Western
country, a Chinese
manager coming from one
type of business should
not automatically be
considered suitable for
the other, just the same
as an American or German
should not be. We take
into account "business
culture" and "management
style" issues that are
unique to our client
company when doing our
searches. It is foolish
to simply lump all
Western companies
together as the same, in
China or anywhere, but
this is often what
Chinese recruitment
firms do. Our approach
is deliberately
different, so that we
can help minimizes risk.
Unlike
every single
recruitment firm
operating in China,
Chinese-run or
foreign-owned, ART has never
used advertising to find
candidates for our
clients' searches.
Why? Because
advertising-based
recruitment is entirely
luck-based. Our
clients hire us to find
people who can
substantially build
their businesses, not
for us to be lucky.
Minimizes risk.
As
with similar
mass-mailing strategies,
recruitment by
advertising is too
unfocused and
inefficient for the
recruitment of
mission-critical
managers. It is
tolerable for
entry-level roles, but
for the identification
of key managers upon
whom the success of a
business rests,
especially in places
like China, it is truly
a good way to maximize
the risk to a foreign
company's business
mission. Advertising
recruitment is tolerable
if the objective is to
receive thousands of
CV's, but it is not good
at finding the "hidden
jewels" (ie., the best
qualified candidates who
are normally too busy
working hard for their
current employers to
read help-wanted ads.)
- When
a recruitment firm
needs to place
advertisements to
find managers, it
means that they do
not have any useful
industry contacts at
present to begin a
search or to refer
good people that a
client needs
urgently.
- Advertisement-based
recruitment means
that the recruitment
firm does not employ
people who have the
training, talent or
experience
themselves to find
competent and
qualified
candidates. They
might wish to refer
to their employees
as "executive search
consultants" or as
"headhunters," but
if the recruiter
only knows how to
consider
advertisement-response
candidates, then
that person is not
doing actual
"executive search"
and that person is
not actually a
"headhunter." So
what exactly is the
client paying for?
About
ART
ART
has several decades'
experience recruiting in
the Greater China region
for leading North
American, European and
Asia-Pacific firms, as
well as on behalf of top
Hong Kong and Taiwanese
listed firms. (Example: we
placed a C-level
Group-level executive with
SEHK:1.)
It
is indeed a great honor for
us, an American executive
search firm, to be routinely
used by top Hong Kong or
Taiwanese firms to find
their managerial executives
at home or in China. We are
given this opportunity to
serve these clients because
these companies understand
all too well the difference
between working with an
established and trusted
recruitment firm versus
working with an agency that
just happens to be in one
city or another. Being in a
particular place does not
train one to be an expert in
executive search. Nor does
it train one to be ethical.
They are not fooled by some
person telling them, "I'm
Chinese, so therefore I know
China and Chinese
candidates." In China, many
people offering recruitment
services of one kind or
another come and go with the
blink of an eye. Today
they're doing recruitment,
tomorrow they're running
some other business. That's
not enough for our clients
in sourcing managers for
their key business missions.
They need trained
headhunters like those at
ART who continue to build
their expertise and
knowledge base, decade after
decade.
It
takes years and years to
master the executive search
field, and it takes years
and years for a recruitment
firm to develop a candidate
base and sufficient industry
knowledge to be useful to a
client company's critical
business mission or to a
person seeking a strong
career advancement.
With
ART, a client-company is
assigned one Account Manager
who will handle all aspects
of their search. S/he will
have worked at least 10
years in high level
executive search work before
being put in that
responsible role.
Our
recruitment in Asia began in
the mid-1990's. Today, we
recruit in nearly every
Asia-Pacific country. We
recruit in nearly every
high-tech, industrial or
service sector, and we
recruit for virtually every
department that a company
might have. We know "where
the pieces fit together,"
and such interplay and
cross-fertilization between
industries, disciplines and
markets allow ART to serve
our clients and candidates
with great depth and
efficiency, wherever we are
needed.
Our
Managers have been
interviewed by major Asian
regional and global business
publications, such as CFO
Asia/Economist Group (Hong
Kong), Forbes Asia (Hong
Kong), A Plus Magazine (Hong
Kong), Asia Money (Hong
Kong), The Business Times
(Singapore), Science's Next
Wave (Singapore), China
Daily (China), The Wall
Street Journal (USA),
Business Week (USA),
Düsseldorf Handelsblatt
(Germany),
Manager-Magazin/Spiegel-Gruppe
(Germany), Trouw
(Netherlands), etc. We have
been interviewed by these
major publications because
of our reputation in Asia
and globally in the
executive search field.
- We
recruit Senior Managers
for companies where the
goal is to increase
local market share or to
increase the efficiency
of the business unit. In
the Greater China
region, often the best
solution is to recruit
Chinese-English
bilingual or
multilingual managers
who have strong track
records of success in
the markets of China, or
in the Asia-Pacific
region as a whole.
- While we
try to focus on local
candidates whenever
available, we also
recruit foreign
managers, often from
Singapore, Malaysia,
Europe, North America
or Australia, who have
strong track records
of management in the
Greater China region.
Some of these
candidates are fully
fluent in Chinese
(Mandarin, Taiwanese,
and/or Cantonese),
while others are not.
Some require
expatriate benefits
packages, while some
do not.
|
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 |
CMO's,
Sales and
Marketing VPs/
Directors/
Managers,
Country
Managers,
National Sales
Managers,
Business
Development
Directors,
Global Account
Director/
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 |
VPs/
Directors -
Procurement, Materials,
Logistics,
Distribution,
Fulfillment;
Sourcing
Manager/
Director |
|
|
Information
Technology |
CIO's,
CTO's, VP's and Directors |
|
|
R&D
and
Engineering |
CTO's, VP's and Directors |
|
|
Human
Resources
& Legal
|
VP
Human Resources,
Human Resources
Directors, and
HR Managers;
Chief Legal
Counsel
|
|
|
PLEASE
READ MORE
DETAILS ABOUT
"THE ART
DIFFERENCE" -
click
here
ART
IN THE GREATER CHINA AND
WORLD PRESS
To
learn more about ART's
approach to senior
management executive
search in the Greater
China region, Asia, and
beyond, you may read
online interviews with
ART management. Some
interviews that might be
of particular interest
to companies and
candidates: click
here
|
|
Employers
& Recruiters 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.
Candidates
please make contact with us here.
|
|
Upper
Management/
General
Management |
Greater
China CEO, China CEO, Shenzhen CEO,
Taiwan CEO, Greater China COO, Shenzhen
COO, Taiwan COO, Greater China
President, Shenzhen
President, Taiwan President, Greater
China Managing Director, Shenzhen
Managing Director, Taiwan Managing
Director, Greater China General
Manager, Shenzhen
General Manager, Taiwan General
Manager, Shenzhen
Geschäftsführer, Taiwan
Geschäftsführer, PDG - Chine, Shenzhen
Greater China Chief
Representative, Chief
Representative, Taiwan Chief
Representative, Greater China
Business Unit Head, Hong Kong
Business Unit Head, Taiwan Business
Unit Head, etc.
|
|
|
Sales,
Marketing &
Business
Development |
Greater
China
CMO, Shenzhen CMO, Taiwan CMO,
Greater China Chief Sales Officer,
Shenzhen Chief Sales Officer, Taiwan
Chief Sales Officer, Greater China/
Shenzhen/ Shenzhen/ Taiwan VP Sales
and Marketing, Greater China VP
Sales and Marketing, Shenzhen VP
Sales and Marketing, Taiwan VP Sales
and Marketing, Greater China Sales
Director, Shenzhen Sales Director,
Taiwan Sales Director, Greater China
Regional Sales Manager, Shenzhen
Sales Manager, Taiwan Sales Manager,
Shenzhen Country Manager, Taiwan
Country Manager, Greater China
Commercial Director, Shenzhen
Commercial Director, Taiwan
Commercial Director, Shenzhen
Commercial Manager,Taiwan Commercial
Manager, Greater China Business
Development Director, Shenzhen
Business Development Director,
Taiwan Business Development
Director, Greater China Business
Development Manager, etc.
|
|
|
Finance |
Greater China
CFO, Shenzhen CFO, Taiwan CFO, Greater
China VP Finance, Shenzhen VP Finance,
Taiwan VP Finance, Greater China
Regional Finance Director, Taiwan
Regional Finance Director, Greater
China Financial Controller, Shenzhen
Financial Controller, Taiwan Finance
Controller, Greater China Finance
Manager, Shenzhen Finance Manager,
Taiwan Finance Manager, Greater China
Mergers & Acquisitions Specialist,
etc. |
|
|
Manufacturing |
Greater China
COO, Shenzhen COO, Shenzhen
Plant Manager, Shenzhen Factory
Manager, Greater China VP
Manufacturing Operations, Greater
China Director of Operations, etc. |
|
|
Supply
Chain |
Shenzhen VP
Supply Chain, Shenzhen
Supply Chain Director, Shenzhen
Procurement Director, Shenzhen
Purchasing Director, Shenzhen
Sourcing Director, Shenzhen
Materials Director, Shenzhen
Logistics Director, Shenzhen Logistics
Director, Taiwan Logistics Director,
China Director of Distribution, Shenzhen
Fulfillment Director, etc. |
|
|
Engineering |
Shenzhen
CTO, Taiwan CTO, Shenzhen
VP Engineering |
|
|
Information
Technology |
China
CIO, Shenzhen CIO, Greater China/
China/ Shenzhen/ Taiwan IT Director |
|
|
|
Human
Resources
|
Greater
China VP Human Resources, Shenzhen
VP Human Resources, Shenzhen
Human Resources Director, Xiamen
Human Resources Director, Shenzhen
Human Resources Manager, South China
Human Resources Manager
|
|
|
Our
Recruitment Practices |
SERVICE
SECTOR
- INDUSTRIAL
SECTOR
-
HI-TECHNOLOGY SECTOR |
BUSINESS
& FINANCIAL SERVICES
Private Equity Funds
Venture Capital Funds
Investment Banking
Risk Management Services
Commercial Banking
Capital Markets Services
Brokerage Services
Insurance Services
Reinsurance Services
Real
Estate Services
Bank
Cards & Credit Cards
E-Banking
Debt
Collection Services
Credit
Reporting Services
Varied
Consumer Financial Services
Varied
B2B Services
|
INDUSTRIAL
PRODUCTS & EQUIPMENT
Motion
Control & Automation
Plastic &
Metal Components
Hydraulic
Components & Systems
Power Tools
Safety Equipment
Machine Tools
Robotics
Micromachines
Automation Equipment
Assembly Equipment
Material Handling
Equipment
Industrial
Electronics
Electronic Test
Equipment
Electronic
Monitoring Equipment
Scientific
Instrumentation
Electronic Control
Systems
Packaging
Equipment
Packaging Technologies &
Components
Metrology &
Inspection Equipment
|
SEMICONDUCTORS
& COMPONENTS
Semiconductors
& ICs
Printed Circuit
Boards
Contract
Electronics Manufacturing
Passive Electronic
Components
RF/MW Wireless
Components
LED, Fiberoptic
and E/O Components
Wire & Cable
Connectors &
E/M Components
Photovoltaics
Sensors
Display
Technologies
Electro-optic
Technologies
Nanotechnology
Semiconductor
Materials
Semiconductor
Packaging
Semiconductor
Process Equipment
Semiconductor
Assembly Equipment
Semiconductor Test
Equipment
Semiconductor Fabs
& Foundries
|
LOGISTICS
& SUPPLY CHAIN SERVICES
Ground Logistics -
Trucking
Ground
Logistics - Rail
Air Logistics &
Air Cargo
Marine Logistics
& Marine Cargo
Port Management -
Container Terminals
Port Management -
Bulk Terminals
Warehousing
Services
Distribution &
Fulfillment Services
Reverse Logistics
Services
Contract
Manufacturing Services
Global Procurement
Services
Asian Sourcing
Offices
Commodity Trading
Services
Quality Audit
Services
3PL Services
4PL Services
ERP Solutions
|
AEROSPACE
PRODUCTS
Aircraft
Manufacturing
Aircraft Systems
& Components
Aircraft Cabin
Interiors
Aircraft Seating
Cabin Entertainment
Systems
Aircraft Powerplant
Avionics
Supersonic
Flight Technologies
Space Launch Vehicles
Helicopter
Manufacturing
AVIATION
SERVICES
Helicopter
Services
Aviation Services
Airlines
Airline Services
Aircraft MRO
Services
Aircraft CETS
Services
AMM Services
Aircraft Leasing
Air Cargo Logistics Services
Airport Ground
Services
|
CONSUMER
PRODUCTS
Consumer
Packaged Goods (CPG)
Fast Moving Consumer
Goods (FMCG)
Food and Beverage
Cosmetics, Health
& Beauty Aids
Apparel &
Textiles
Toys & Sporting Goods
Internet of Things
(IoT)
Consumer Electronics
Cellular Phones
& Mobile Devices
Computers &
Computer Peripherals
Home Security
Equipment
Consumer Durables
& Consumer Appliances
CONSUMER
SERVICES
Luxury Goods &
Luxury Services
Mass
Retail Service Sector
Hospitality, Travel &
Leisure
Quick Serve
Restaurants
Advertising &
Consumer Marketing
Media &
Entertainment
Automobile Retail
Specialized Consumer
Services
|
IT
& COMMUNICATIONS
Enterprise Software
SaaS
Consumer Software
IT Services
Cloud Technologies
Mobile Payment
Services
Mobile
Applications
E-Commerce
Services
Wireless Telecom
Services
Landline Telecom
Services
Internet Services
Satellite Services
Telecom Equipment
Networking
Equipment
Satellite Equipment
Earth Stations
|
AUTOMOTIVE
& TRANSPORT
EV Battery
& Charging Technologies
EV Motor Control
Technologies
Autonomous Vehicle Technologies
Automobile Manufacturing
Automotive
Entertainment Technologies
Automotive
Electronics & Telematics
Buses & Trucks
Tier 1 & Tier
2 Automotive Suppliers
Auto Parts
Off-Road Vehicles
Ag Vehicles &
Ag Equipment
Construction
Vehicles & Construction
Equipment
Recreational
Vehicles
Hyperloop
Technologies
Trains, Subways
& Light Rail
Elevators &
People-movers
Shipbuilding & Marine
Craft
|
CHEMICALS &
ADVANCED MATERIALS
Specialty Chemicals
Bulk Chemicals
Resins
Polymers
Coatings
Plastics
Adhesives &
Sealants
Biodegradable
Technologies
Electrochemicals
Pulp & Paper
Iron & Steel
Metals & Alloys
Composite Materials
Advanced Materials
Cement &
Concrete
Building Materials
Stone & Tile
|
NON-PROFIT
Foundations
Leading Charities
Family Charitable
Trusts
Government
Universities
Hospitals
International Aid
Organizations
International
Regional Organizations
Non-Governmental
Organizations
|
ENERGY
& POWER GENERATION
Solar
& Photovoltaic Power
Fuel Cells &
Batteries
Turbines, Engines
& Motors
Power Supplies
& Transformers
Energy Services
& Equipment
Oil & Gas - Upstream
Oil & Gas -
Downstream
Offshore Services
Natural Gas
Mining &
Natural Resources
Hydropower &
Geothermal
Windpower
Engineering &
Construction Sector
|
MEDICAL
DEVICES & PHARMA
Medical
Devices
Surgical
Instruments
Medical Equipment
Dental Equipment
Medical
Disposables
Medical
Implantables
Life Science
Instrumentation
Diagnostics &
Instrumentation
Pharmaceuticals
Biotechnology
Vitamins &
Supplements
Nutritionals
Wellness Products
|

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