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Exceptional leadership is not by definition successful leadership. It is the interplay of qualifications, personality, vision and context that makes an excellent leader.
Aegeus understands that the value behind the appointment of a candidate lies within the balance between the context and the qualities of the individual.
In the search for the right candidate, Aegeus challenges his clients and helps them gain insight into what the management team really needs. He helps select the right candidate, by doing a thorough deep dive into the organisation and the specific situation. His understanding goes beyond the tangible, and he guides both client and candidate closely and personally.
THE THREE PHASES OF AN EXECUTIVE SEARCH PROJECT WITH BRIGHTHEADS
AND ROLE DESCRIPTION
COMMON UNDERSTANDING AND ROLE DESCRIPTION
In the first phase, the common understanding of the question is formulated. Aegeus interviews all internal stakeholders, to clarify visions and projections among the leadership. Then Aegeus writes the job specification which clarifies the leadership expectations and criteria possible candidates should meet. This document serves two purposes. Internally, it contributes to shared understanding of the objectives. Externally, for the final candidate or candidates, it supports building their understanding of what is expected of the role.
SEARCH AND SELECTION
The second phase aims to select and approach potentially suitable candidates. This could also be internal candidates or candidates already known to the client. Aegeus conducts extensive interviews and then shares an overview of no more than four suitable candidates. Some, or perhaps all four, are invited for an initial introductory meeting with the client. Aegeus moderates the meeting in order to provide an evaluation, with all parties involved. The next step is a candidate’s business case presentation to the client’s leadership. Candidates can now demonstrate interpersonal communication skills, resilience, presentation skills, level of abstract thinking, ability to listen to both the spoken and unspoken, and an understanding of the business. The group processes with the leadership team provide insights into the cultural fit between the candidate and the team. In some circumstances a candidate may be asked to undertake a specific test. And finally, a couple of recent references are to be provided. The client and Aegeus, together, can contact the references provided to ask additional questions about the candidate.
The importance of the final phase, the third project phase, is often underestimated by those involved. Once the leadership has made up their mind and the candidate has shown serious interest, agreement on terms is on the table. Although the rough outlines of the terms have already been shared early in the project, the devil is in the detail at this stage.
To complete this last phase satisfactorily, for all involved, Aegeus remains close to the process until final closing. After the candidate's appointment, on request, Aegeus can remain involved as a coach to continue working together towards a successful appointment.
Founder & member of the board of War Child Nederland, co-founder & partner Rubio Impact Ventures
“What I found special about working with Aege is that he hardly relies on CVs (except initially). But he really looks at the person behind CV."
CEO Avantium since 2005
"I would especially recommend Aege when people are struggling with what kind of person they are actually looking for. Who are you looking for. Who would best strengthen your organisation."
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