Sometimes in the world of executive search, we see candidates reach the end of a long and arduous interview process only to receive an offer and ask: “Now what?”
In our conversations with executives across our areas of expertise, we’ve consistently heard there are two factors that contribute to a positive candidate experience: transparency and efficiency.
A second-round interview is a pivotal moment in the hiring process. Key decision-makers are chosen to evaluate you, and it’s your chance to impress them.
Going through an intense interview process can be exhausting, especially if it ends with a rejection.
Reference checks may seem like a routine feature of the hiring process, but choosing the right people at the right time can get complicated fast.
Along with the ongoing war for talent, we’ve seen a continued increase of wage and salary expectations, and the HR function is not immune.
Danielle Infantino shares her experience during training as a fully remote employee.
With the growing importance that role is taking in private equity portfolio companies comes an increased focus on, and demand for, strong mid-level leaders within the HR function, especially as organizations grow into the upper middle market threshold.
InterSearch, a global network of retained executive search firms, gathered from May 13-15 in Frankfurt, Germany for its first in-person conference since the onset of the Covid-19 pandemic.
As of October 2021, the Charles Aris Strategy & Corporate Development Practice reached 1,000 completed searches.
The Great Resignation, a nickname for the period in 2020 and 2021 where resignation rates spiked in the U.S., is having a lasting impact on workplace culture and talent acquisition.
Traditionally, the Charles Aris Corporate Development Practice has introduced the search work we do as “recruiting and placing current and former investment bankers.”