Our approach

Step 1: Intake

Arguably the most important step. During discussions with two of our partners, we immerse ourselves in your company culture, organisational objectives, and your challenges. From our finance background, we can ask relevant questions and present suggestions regarding future developments concerning Risk and Compliance.

Step 2: Job Profile

After comprehensive orientation, we compile all relevant information in a detailed job profile. We describe the current situation within your organisation, the candidate’s tasks and responsibilities, as well as the required hard and soft criteria. Upon your approval, this job profile forms the basis of our search.

Step 3: Search

The most suitable candidate is often not actively seeking a job. Through market and candidate mapping, we identify where the most suitable candidates can be found. We find these candidates through our own professional network and by leveraging our specialised searchers, who have an in-depth understanding of the market.

Step 4: Longlist

Based on the jointly determined hard criteria, we make an initial selection and present 8-15 individuals who meet the requirements.

Step 5: Shortlist

After evaluating the longlist, we invite approximately 5 to 6 individuals for an in-depth conversation with a HFN partner. Based on these discussions, we then present 3 to 4 candidates.

Step 6: Selection 

For each candidate we present, we create a report with impressions, observations, strengths, and areas for attention. You can use this report as input for your conversation with the candidate. If desired, we can act as a sounding board to support you in making a decision.

Step 7: Package Negotiation

HFN serves as the intermediary between the client and the candidate. If desired, we can provide advice on the remuneration package to be offered and play a role in the negotiation process.

Step 8: Executive Coaching  

We offer our clients the opportunity to have candidates coached by one of our Executive Coaches during the first year of employment. This provides an external sounding board and coach, monitoring both the company’s and recruitee’s goals.

 

Executive Coaching

A proper onboarding process is crucial at the start of any new job. Research shows that the initial period in a new job is crucial. A new position in a new organisation is demanding for any individual. On one hand, you want to actively observe, get a feel for the culture, the people, and the dynamics. On the other hand, there is pressure to act decisively. The organisation also needs to adjust to the new colleague. They are coming from a different environment, and often, this requires adjustment to a new leadership style. HFN has a network of professional and independent coaches who are senior executives with extensive work experience in the financial world. They guide the recently placed candidate with advice and act as a sparring partner.