Our company is currently expanding in Latin-America. Due to the successful introduction in Brazil, we decided to expand to Mexico, Chile and Argentina as well. We are now available in three countries:

Mexico: Mexico Headhunters => http://mexicoheadhunters.com.

Chile: Headhunters Chile => http://www.headhunterschile.com

Argentina: Headhunters Argentina => https://headhuntersargentina.com.

Brazil: Headhunters Brazil => http://headhuntersbrazil.com

In this way we try to facilitate international careers of Latin American executives and directors.

Executive search tips & trics and how to make the best recruitment decisions:

If you’ve launched an external search for a world-class business or nonprofit executive, you may have already been frustrated by the process, the cost, and the results (or lack thereof). Your search must be led with a sense of urgency. Otherwise, the opportunity cost relating to the senior-management vacancy will surge. And if it hasn’t produced a good fit for the role and your culture—someone who stays in the job and meets performance expectations—the cost of a bad executive hire will end up too high. To get the most from executive search, keep the following 10 tips in mind. Continue reading →

The 2013 Executive Search Industry Outlook Report just released by the Association of Executive Search Consultants (AESC) shows that half of global executive search consultants hold a neutral outlook for the executive search business in 2013. The remaining 29% of search consultants feel optimistic, sharing a positive outlook, while the minority (22%), harbor a negative view for 2013.

The regional breakdown of the findings highlight an alternative picture for EMEA, which includes a greater number of consultants (31%) holding a negative outlook for 2013 and only 17% feeling positive about the industry in 2013. Comparatively, consultants based in the Americas and in Asia Pacific expect a stronger search industry in 2013, with a 38% positive outlook in the Americas and a 32% positive outlook in Asia Pacific. Continue reading →

Rather than getting their hands dirty in the cutthroat job market, savvy executives get the job offers to come to them.

Executive search firms are hired by companies to find the best personnel to fill a vacancy. But you won’t find these jobs advertised in newspapers or on Internet job boards. The only way to take advantage of this hidden job market is to get noticed by the executive recruiters. Continue reading →

The language used to reference the various types of recruiting companies often betrays the user’s knowledge of the third-party recruiting profession overall.  I’ve recently heard reference to a  “job recruiter” from someone who needed an executive search firm and many times I’ve heard executive search firms referred to as “agencies” and agencies referred to as “executive search firms”.  There are varieties of recruiting companies and the differences among them are important.  Here’s a primer.

After in-house vs. out-sourced, or third-party, the recruiting profession gets divided in to executive vs. non-executive.  Almost every recruiting company will claim that they’re executive recruiters but in reality, very few are. Continue reading →

Releasing the results of the 2012 Focus on Latin America study, BlueSteps.com, the executive career management service of the Association of Executive Search Consultants (AESC), announced that, of those executives currently working in Latin America, who have also worked in other regions, 52% find advancement opportunities in Latin America to be better compared to advancement in other regions. Only 24% rated advancement in the region as less favorable. Continue reading →

Here are the 3 triple x questions that can help you understand if the headhunters in front of you is likely to be able to help you or not:

1. X as in Expertise: how well does the headhunter know his/ her client/ candidate, the industry or at least the position/ candidate s/he represents? Many do not even have the basic information, vital puzzle pieces you need to take a decision with a major impact on you. Ask 2-3 questions to sort the wheat from the chaff: What is the position’s/ candidate’s history, the reason for the vacancy/ the candidate’s real interest in the position? Who are the direct competitors of the company they recruit for, what are the current trends the industry is undergoing? How does your headhunter find his/ her candidates? How well can your headhunter describe the candidate’s personality/ the culture of his/ her client? And how does s/he resume your conversation and the job brief/ your key motivators? Continue reading →

When does it make sense to use a search firm or recruiter to assist with your job search?

If you seem to be stuck in a rut and you are not getting calls for interviews, it can make sense to use a recruiter to broaden your job search. It can also make sense if you are in a high level position since those jobs are not always advertised or in an industry that typically uses search firms to fill vacancies. Search firms have contacts in industries and at companies that you might not even be aware of. They can help market your resume and provide you with additional exposure to potential employers. Continue reading →

Tips for using a headhunter

Just because icons like Albert Einstein and Thomas Edison aren’t alive today, doesn’t mean their leadership lessons should be forgotten. And since history always repeats itself, there is some career advice that never seems to change. Here, we take a look at the leadership philosophies of iconic leaders and how they can help you get ahead in your own career. 

1. “There are no secrets to success. It is the result of preparation, hard work and learning from failure.” — Colin Powell

   Career lesson: When it comes to your career, it’s impossible to take the easy way out. Most of those who’ve found success don’t have some secret connections that have helped them get ahead. Moving up in a company or building a business is always done the old-fashioned way — by striving to do your best. Continue reading →