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We first started recruiting in Southeast Asia in the mid-1990's. With this depth of experience across most disciplines in the high-tech, industrial, and service sectors, ART's executive search services exceed the capabilities and training of our competitors in the Philippines and the ASEAN market. This is why notable ASEAN regional business publications such as the Singapore Business Times, HR Management Asia, and Science's Next Wave have sought our managers' views on recruitment, economy, careers and Asian market trends.

Unlike nearly every single Philippines or Southeast Asian recruitment firm, ART has never used advertisements to find candidates for our clients.

• Advertising is, at best, a hit-or-miss, luck-based recruitment strategy. If a recruitment firm relies on advertising, they are not doing executive search. They are merely placing advertisements and poorly trained clerks are left to determine if candidates fit the client's needs. This kind of standard might be acceptable for general labor recruitment but it is far too risky for international corporations to rely on such slapdash methods in order to find their Head of Asia-Pacific Sales, or to find their next Regional Vice President, for example..
  

• ART client companies do not hire us to be lucky. ART is an American executive search firm founded in 1987. Our recruiters are all "headhunters," not advertisement-placers. Our clients hire us because we know candidates in the right locations and at right companies now.. These are candidates whom we have known for years, and in the event that they are not available, they are people whom we can rely on to refer us to even more suitable candidates. These relationships grow from years of trust.. Good candidates recommending other good candidates. Our clients look to us for these contacts. They hire us because we know the profiles that will work well for their company's critical Asia-Pacific business mission.
  

This is what experience, professionalism and good business ethics brings: success for our clients, and success for our candidates' careers.

In the Philippines and throughout Southeast Asia we recruit Managers for companies where the goal is to increase local market share or to increase the efficiency of the foreign business unit. Often the best solution is to recruit highly qualified local or resident expatriate managers who have strong track records of success in the markets of the Philippines, or in the Southeast Asia (ASEAN) or Asia-Pacific markets as a whole.

• Our emphasis is to find managers who perform well in accordance with the business ethics and business style of our client company. The objective is to find a leader whom our client company can trust to run their business, while effectively reaching local customers, suppliers, and employees in a way that they will find comforting.

• Whenever possible, we seek candidates who have worked at their best in similar roles at similar firms, often at our client's direct competitors or near-competitors. Familiarity with the target industry or market sector usually means faster success and greater organizational effectiveness. We are trained headhunters who know how to find such candidates.
  

• We take particular care to try to find people who are accustomed to working in a business model that resembles that of the client company. A person who works well at a top Philippines enterprise, or even at a large multinational Western firm, for example, might not be the right person as employee #1 at a medium-sized foreign firm's greenfield business unit in the Philippines.

When the position to be filled involves a responsibility beyond the Philippines, such as a Managing Director for the Asia-Pacific Region, an ASEAN Sales Director, or an Asia-Pacific VP Finance, we take special care to seek out people who bring deep experiences across the Asian region, with respect, knowledge and insight into the many varied cultures of Asia. Such managers tend to bring out the best from their local staff, customers, and suppliers, and help make a greater business for our client companies.

• We are asked to find people who can act as Sole Contributors or people who can run large departments or business units.

We recruit experienced, Western-trained Local and Expatriate Senior Managers for Leading Companies, in charge of Country-level, Southeast Asian (ASEAN), or wider Asia-Pacific Regional responsibilities or business unit. For example:

• Chief Executive Officer (CEO), Chief Operating Officer (COO), President, Managing Director, General Manager, Vice President,...

Sales & Marketing Management

• VP Sales and Marketing, Sales Director, Sales Manager, Commercial Director, Marketing Director,...

Finance Management

• Chief Financial Officer (CFO), Finance Director, Finance Controller, Finance Manager,...

Manufacturing & Operations

• Chief Operating Officer (COO), VP Operations, VP Manufacturing, Plant Manager, Factory Manager,...

Supply Chain Management

• VP Supply Chain, Supply Chain Director, Logistics Director, Procurement Director, Sourcing Director, Materials Director,...

Information Technology

• CIO's, CTO's, VP's and Directors

R&D and Engineering

• CTO's, VP's and Directors

• CHRO, VP Human Resources, Director of Human Resources, Human Resources Manager, Chief Legal Counsel, Lawyer,...

ART EXECUTIVE SEARCHES IN THIS MARKET

ART IN THE ASIAN PRESS

To learn more about ART's approach to senior management executive search in Asia and beyond, you may read online interviews with ART management. Some interviews that might be of particular interest to companies and candidates: