Business Unit Director DN & Associates Executive Search Pte Ltd

Job description
The Business Unit Director will be responsible of the following:

Management of Territory directly & through acquisition & customer experience teams
Identify key opportunities through close contact with market
Direct Involvement in Contract Negotiation
Ensure retention of existing customers through proactively monitoring customer satisfaction
Manage key relationships with Customers & Key Opinion Leaders
Engage policy makers & stakeholders through meaningful discussion
Monitor competitor activity to remain aware of opportunities or threats in market
Management of Territory P&L and involved decision making for key levers to improve profitability

Requirements:
Tertiary graduate preferably in Life Sciences or Management Degree.
Preferred professional with demonstrated in marketing or sales leadership experience in healthcare industry (Diagnostic, Pharma, Devices)
Exposure to the mentioned geography would be preferred
Strong diagnostic and analytical skills
Ability to build relationships and work in project team, trust and influence with internal key stakeholders
Able to facilitate and challenge to achieve desired outcomes
Able to perceive opportunities, identify issues and resolve them
Excellent track record in healthcare industry
Autonomous and self-motivated.

Please submit your application with your full CV in word document to candidates@dnassociates.com.sg.

We thank you for your interest in this application and regret that only short-listed candidates are notified.

DN & Associates Executive Search Pte Ltd
License No: 11C3242
Posting Personnel: Lin Huiting
Registration No.: R1655528

Recruitment Consultant – Uncapped Commission, Great Career Prog Share to social media More options Amoria Bond

Job description

Our ten years of recruitment success aren’t the only thing we’re celebrating…
We’re very proud of the 50 recruitment industry awards we’ve won or been nominated for over the past five years including: 'Best Large Company to Work For' 2015 Recruiter Investing in People Awards, 'Best Recruitment Business' 2012, 2013 & 2015 Global Recruiter Awards, 'Best Recruitment Company to Work For' 2014 REC Industry Awards and ‘Best Executive Search Firm’ 2012, 2013 & 2014 at the Recruitment Business Awards.

We’re celebrating the 37 promotions we made globally last year including the rookie recruiter who went from trainee recruitment consultant to associate director in only five years.
We’re celebrating our international sales being recognised in the the Sunday Times top 200 list which is a definitive guide of the fastest growing international businesses head-quartered in the UK.
And last, but certainly not least, we’re celebrating the achievements of our recruitment consultants who through their hard work, world class recruitment skills and our industry leading, uncapped commission scheme, have been able to fulfil numerous personal goals including; new house purchases, stunning HDB renovations, five star luxury holidays, swanky new cars, dream weddings, Chanel handbags and a couple of shiny new watches (Rolex and Audemars Piguet in case you’re interested).

So why should you choose Amoria Bond?

Our company mission starts like this ‘To be the best company for recruiters to practice the recruitment profession…’ and we think we’ve got that nailed! We pride ourselves on creating a culture that’s focused on being the best and here are just a few examples of why we think we are the best place for recruiters to recruit…. the best commission scheme in the recruitment industry (no threshold, earn commission on every penny you bill, no rollover), working with the best clients (international global brands – check!), providing the best levels of service to our clients and candidates (no shoddy recruitment practices from our crew), the best training and development programmes (errr, check out our multiple awards on this one. An in-house trainer in EVERY office plus regular sessions with renowned external training consultants), the best back office support functions (in-house legal, accounts, marketing support – we’ve got it all), the best team incentives (multiple ways to earn extra $$ on your monthly base, monthly lunch clubs, 1.30pm Friday finish – whatever floats your boat, we’ve got it covered), the best locations for our THREE annual international overseas trips (fancy an all expenses paid trip to Ibiza, Madrid, Rome, Amsterdam, Dubai anyone?? Or perhaps partying poolside in Vegas with Calvin Harris is more your thing…) and the best nights out (dust off your dancing shoes for a night on the tiles, oil up your vocal chords for a karaoke session, win big at the races or fill your boots at a Korean BBQ)!

What does it take to be a big billing recruitment consultant at Amoria Bond?
We look for candidates who are ideally degree educated, open to learning (there I go again with that award winning training) and have a proven track record of business to business sales. We work on senior level roles within our vertical markets and position ourselves as specialists. We’re not a high volume, churn and burn agency, we value our reputation and take a consultative approach with our clients, placing a real value on our service. All of which is reflected in the clients we work with, the stakeholders we deal with and the roles we work on.

If you can show us that you are hungry to hit the phones, are experienced in dealing with senior level stakeholders, understand that what you put in equals what you get out (knocking your KPI’s out of the park as you go) and that striving for excellence isn’t a skill – it’s an attitude, then we’ve got a place for you!

Interested? What are you waiting for? Take action, apply today and recruit yourself into a career in recruitment with Amoria Bond!

Amoria Bond operates as an employment agency and an employment business and no terminology in this advert is intended to discriminate on the grounds of age or experience and we confirm that we are happy to accept applications from persons of any age or experience for this role. EA Reg. No. R1545307.

Senior Consultant with Life Sciences executive search firm

Job description
If you are looking for a rewarding and meaningful career, join our team as Senior Consultant with Life Sciences executive search firm

Job description
Responsibilities:

• Consultants will work within a team of recruiters who are specialists in their niche finctional area
• Managing the full recruitment process
• Build relationships with candidates (job seekers) in order to place them with our clients (organisations)
• Consultants will forge relationships with new and existing clients and proactively promote Life SciencesPro brand through business development and networking activities
• Responsible for generating revenue by placing candidates with clients
• Identifying business opportunities 
• Developing a complete understanding of the market
• Cold calling

Requirements:

• Tertiary graduate with at least 2 years in a client-facing role in any industry
• Prior experience as a recruitment consultant will be added advantage
• You must be self-drvien individual and enjoy forging relationship through consultancy

Life SciencesPro Pte Ltd (EA : 16C8244)
EA Personnel : Sarah Magnus (R1549677)

Recruitment Consultant - Singapore SThree

Job description

SThree want to be the most respected and highly valued international, specialist staffing services business.

"Our success and growth has been driven by the quality of our people, the training we provide and the loyalty we develop." - Gary Elden, CEO of SThree

 About SThree Group
Like all great ideas, four friends had a great idea to combine their experience and we founded Computer Futures because of the skills shortage within IT and propositioned ourselves as a business that really understands the sector. Fast-forward to 2015 and we have grown our business to become the world's largest Recruitment provider. We are now the only Recruitment employer to be awarded as one of 'The Times Top 50 Employers of Women 2014 and 2015'. We are a team of 2800 across 41 offices in 15 countries; we have great open plan offices in some of the most incredible locations such as Times Square, overlooking Sydney Harbour and just off Europe's busiest shopping street, Oxford Street London.

 About the job

Your job as a Trainee Recruitment Consultant will be attracting candidates by using a wide range of media and drafting advertising copy for use on social media /networks, attending events, recruiting and through referrals. Once you have found suitable candidates, you will screen and interview candidates, conducting background checks, and matching candidates to jobs. Naturally, with the role, it is a consultative job and you will need to advise both clients and candidates on salary levels, training requirements and on job opportunities. As well as this, you'll use sales, marketing techniques, networking and business development techniques to attract business from companies. You must develop a good understanding of companies and their business is key, in order to build better stronger relationships with companies.

 Your personality

Ambitious - We don't want people who want a job. If that is you, apply elsewhere. Gary Elden started as a Trainee with us and now is the CEO. We want you to be in charge of one of our brands, or the next CEO. If that fails, then you can retire on the commission you have earned with us. We have had people retire at 40 after successful jobs in Recruitment with SThree. If that is something you want, read on.

Determined - In order for SThree to achieve our goals, we need you to be able to achieve yours. We set our expectations high, but realistic. A job in Recruitment is tough. No one gets into Recruitment to give good news. There are many rejections faced in your early days and at times, it will feel like there is little return on the work you do. The effort you put in does come off but often a few months down the line.

Fun - Your job in Recruitment is going be the busiest job you will ever have worked. Recruitment needs really focused people who put their clients and candidates first and there are long hours, but it's about the ability to lighten the mood when things get tough and picking your team up as they'll do for you.

 What skills are needed for the job?

To be successful in your job as a Trainee Recruitment Consultant , you will need to have worked in an environment where you have had to meet sales targets as a minimum. We are open to all kinds of sales but those with telesales/ B2B experience are going to be advantageous. It does not matter if you don't have a degree, providing that you have a proven experience in that environment.
In return what can we offer you?

You will be part of a truly global organisation with a market leading brand
The best training in the business

An in house candidate database that has been continually developed and improved over the last twenty years to allow consultants in all of our global offices to reach the most niche talent to solve our customers problems

A truly global organisation that can offer international relocation once you have worked for us for a certain period of time

A structured career plan and fixed promotion targets that gives you the opportunity to truly take charge of your career and reap the rewards for your hard work
A strong commission scheme that is paid monthly

Holiday sales incentives to places like Bali, Korea, Shanghai etc
Monthly lunch clubs incentives which include Michelin star restaurants, afternoons on private yachts and afternoons spent at the W hotel on Sentosa Cove.

How to apply:

You can apply in various different ways: by simply applying to this advert or if you're not quite ready and would like some more details, then please feel free to give me a call at 65724500 Or find Aditi Singh on LinkedIn and connect/send me a message.

EA License No : 16S8216  | Business Reg No: 200720126E | R1330275

Executive Search Firms at The Intersection of Human Capital & Investment Capital

The venture capital industry competes in a volatile marketplace typified by high risk and high reward. Venture firms invest millions of dollars on seasoned executives and entrepreneurs who present great promise of creating significant shareholder value with the identification of the next big idea or innovation that will revolutionize an industry.

Whether an investment yields financial rewards depends on the delicate balance of innovation, market conditions, leadership strategy and countless other uncertainties. In making the complex calculation of whether to invest in a promising new venture, many venture capitalists often overlook one critical factor - the human capital component. After an investor invests capital behind a concept, it takes the right management team to get a company off the ground and execute the company's strategy.

Raj Pai, a principal at CID Capital, a 26 year old Midwest based venture investment firm that manages over $300 million of investment capital and specializes in life sciences, information technology and business services, says he has seen human capital "make or break" investment deals.

Pai remembers an investment his firm made in a technology company that fell apart because the right management team wasn't in place. Pai says the company's founder had problems with communication and delegation that didn't come to the surface until after CID Capital made the investment. Even though the technology was innovative and the market was ready to receive it, Pai says the company couldn't survive without the right leadership.

"You can go from everything's okay, to all hell is breaking loose in one month, and that's what happened with this company. We had to shut the whole company down, and lay everyone off."

Pai says that identifying the best management talent takes more than just sifting through stacks of resumes. Innovative leadership - the kind it takes to turn a bright idea into a profitable company - depends on all kinds of intangible factors, such as how an executive copes with stress or how she or he interacts with the board of directors.

Many of the most successful venture capital and private equity firms partner with a top executive search firm to help ensure the success of their portfolio companies. In addition to recruiting senior executives to serve as management team and board members, an executive search firm can play a critical role in vetting a prospective investment. "We know our strengths and weaknesses," Pai says. "Sometimes venture firms know it's best to look for outside help."

A top executive search firm can also play a critical role in helping investors source attractive investment opportunities. "Due to the many privileged relationships that we share with leaders of industry and sources of private equity and venture capital, we find ourselves at the intersection of human capital and investment capital. Because of the limited number of quality deals that are truly worthy of investment backing, venture capital and private equity firms rely on being introduced to titans of industry with the next big idea," says Donald Law, Managing Director of nationally recognized executive search firm Venerable Partners.

Pai says CID Capital recognizes the critical value of human capital, so now the firm hires an executive search firm like Venerable Partners to assist with nearly 70 percent of its investment deals. One of those successful investments was in Red Sky Technologies, a Chicago-based company that provides emergency response telecommunications services.

Pai says his firm hired executive search firm Venerable Partners to make sure Red Sky had the human capital to thrive.

Pai says executive search firm Venerable Partners was able to identify several seasoned industry leaders who might be interested in contributing to Red Sky. In the end, executive search firm Venerable Partners recruited a high-ranking Fortune 50 executive to serve as a board member to advise the company's management team. "What we need to hear from them is the big macro shifts that are occurring in the industry, and you can't buy that talent," Pai says.

Pai says CID Capital would not have been able to recruit an executive with such a high level of expertise on its own had it not been for partnering with a top executive search firm like Venerable Partners.

"I don't think we would have been able to tap a person like this to help. But somebody's got to bring the horse to the water. This particular executive got involved because he bought into the idea, but it was executive search firm Venerable Partners who brought this industry veteran to the water" says Pai.

Executive Search Firms Can Lead Their Segment By Publishing Quality Outcomes Data

Executive search firms tend to keep the quality outcomes they provide to their clients private. However, superior quality levels provide a significant competitive advantage if customers understand the data and if they see value in the benefits. The retained executive search industry and each respective firm needs to be asked to make the decision to be among the first or last firm to measure, report and leverage superior quality outcomes.

Every executive search firm has performance data readily available that defines their recruiting effectiveness. However, most firms do not divulge this information to anyone outside of their inner circle. After all, releasing detailed information that defines the firm's recruiting efficiency, twelve-month post-hire retention rates, and repeat client information could adversely impact a recruiting firm's image and sales momentum if the results are less than outstanding.

What's the solution? In a recent interview Mr. Yvon Chouinard, CEO of Patagonia, a $230 million privately-held leader of high-quality outdoor goods stated, "The answer for many problems is to improve the quality." Executive search firms can and should actively manage and report their quality levels. And, it should be done with a strong focus on client needs rather than on the recruiting firm's historical business model. Then, those who are able to demonstrate a track record of superior quality results will see accelerated new client growth and improved client retention rates. It's a simple formula. Improved quality benefits each search firm client and generates improved sales and profits to the search firm.

My commitment and passion towards measuring and providing high-quality retained search service is in part due to the obvious alignment created with healthcare clients. There is an increasing trend towards healthcare providers effectively monitoring, managing and reporting on a variety of metrics pertaining to key quality outcomes. It's happening in more and more segments of the Healthcare industry and it will continue to expand. As a result, clients should expect, and receive, the same level of accountability from their service providers of high-value executive talent as they require of themselves. It seems all too obvious to create true alignment as search firm success requires linking a client's business strategy to the executive search process and outcome.

Three measures clients and search firms can begin with: twelve-month candidate retention, timing from search initiation to client interviews and search firm revenues from current and previous clients. First, twelve-month candidate retention rates are significant as it is an appropriate time for the newly hired executive to learn and gain momentum and develop an understanding of the organization's culture, systems and operating strategy. Secondly, timing needed for the search firm to start a search until candidates are interviewing with the client demonstrates the search firm's knowledge of the industry and ability to identify and recruit global leadership for a specific search. This metric is also a good indication of a client's commitment towards the search process.

Client firms consistently urge search firms to quickly produce respected individual candidates. These same client firms need to ensure their ability to drive internal hiring processes to successfully recruit and hire the successful candidate. Finally, the percentage of annual revenues search firms receive from long-standing clients, repeat business, tells clients, candidates and prospects the level of thoroughness in the search process and overall customer service levels provided. While no firm will be looked upon for a percentage less than 100%, a high percentage of repeat business, especially over multiple years, provides real insight to the search firm and the search firm's quality commitment.

Quality results do provide a competitive advantage and it is my commitment to remain one of the top performing executive search firm in terms of our ability to consistently deliver high-caliber retained executive search services to investors and operators throughout the Healthcare industry. I believe the retained search industry should become a leader among healthcare service providers to improve and deliver quality to our clients. This alignment will serve clients best for the long run.

Fine-Tune Your Physician Executive Search

The recent evolution of health care has changed the role of physician executives-making the job even more critical to a health care organization's success and survival. A qualified physician executive should have a skill set that includes the ability to secure referral and payer networks, build new programs and fix ailing ones, recruit new talent, manage a professional staff, understand and plan for budget challenges, and more. The process of finding the most qualified physician executive can be a difficult one, but if done right, you can optimize the interview process and end up with a set of prime candidates.

The first step is to establish an Executive Search Committee that is dedicated to staying involved every step of the way. It's important to retain the same committee members for each search to maintain consistency in the organization's vision. A group like this will better understand the organization's leadership needs.

Before your Executive Search Committee begins its search, its members should meet to discuss the qualities and experience that each candidate should have to best serve the organization. These qualities should be separated into two categories: required qualities and nice-to-haves. When the committee outlines these qualities, assign one quality to each committee member to use as a focal point during interviews. This will make the interviews efficient and interesting for the applicants. Before any interviews begin, spend time reviewing the criteria for legal interviewing. Your HR department can act as a great resource for this information.

The hiring manager should compile what some call a "resource compendium," outlining all the information a potential physician executive would need to know about the job. This information may include the staff's CVs, hours of operation, budget reports, research activities, a full outline of the services and programs provided, etc. As you begin the process, keep in mind that a large candidate pool is a good thing. It provides your committee with a chance to effectively compare candidates; it also helps the committee remain open to more options and possibilities.

With each first phone interview, cover all of the items on your Executive Search Committee's quality list so that you can determine if the candidate is qualified for the second phone interview. Assign a member of the committee to conduct each second interview and make sure he or she structures the interview around the list of criteria that the entire group agreed upon.

After the second phone interviews, each committee member should present his or her candidates to the full Executive Search Committee. The information shared here should include notes made during both the first and second phone interviews. Collectively, the full committee should decide if the candidate is qualified for an on-site interview.

Arranging for on-site interviews can seem challenging as interviewers' and candidate's schedules are difficult to coordinate-which is why it's important to choose an Executive Search Committee that is truly dedicated to doing whatever it takes to find the perfect physician executive. As the interview process continues, encourage every committee member to fill out an interview evaluation form the day of each completed interview.

As your candidate review continues, you will begin establishing a group of applicants who have an impressive skill set. Remember that with these qualified candidates you are likely not the only organization they are considering. This is when selling your organization and location as desirable and one that would be a good fit for a successful physician executive and his or her family matters most.

For the physicians who are not single, family plays a major role in making the overall decision as to whether or not the position will suit everybody. This is where spouse recruitment and savvy Realtors come into play. During the on-site interviews, invite the candidate and his or her spouse to tour the community. Selling the job to the spouse is nearly as important as selling it to the candidate.

Before you begin your on-site interviews, develop a process that will impress your candidates. This will help each applicant feel as if he or she is an important candidate in the eyes of your organization. Schedule at least 45 minutes for each interview with a 15-minute buffer period between each. Assign a host to greet the candidates and answer questions while they wait for their scheduled interview time.

The Executive Search Committee should conduct the first round of on-site interviews. If a certain candidate shows specific interest in an area of your organization, add an ad hoc member who is a part of the candidate's area of interest. As on-site interviews continue, meet regularly-if not weekly-with the full Executive Search Committee to discuss the interviews' outcomes.

The second round of interviews should include different Executive Search Committee members and also members of your organization's executive leadership team such as the CEO, CMO or COO. Also, continue to involve the Spouse Recruitment Committee members. Once again, after the completion of this second round of on-site interviews, the members of the Executive Search Committee should meet to discuss their feelings about the candidates' qualifications.

As the final step of the interview process, ask each candidate to prepare a Vision Statement that outlines his or her career goals-especially those he or she hopes to attain in the next three years. This Vision Statement may also include ways that he or she hopes to influence your organization such as revenue projections, overcoming potential obstacles or challenges, and plans for more program development. Although this seems like a major requirement, this is often the step in which Executive Search Committees clearly see who the very best fit for the job is.

When you make an offer, explain that no paperwork will be provided until the chosen candidate and hiring manager reach a verbal agreement. This is suggested because often candidates will shop around with your written agreement, which can be risky for your organization. Once negotiation has been finalized, send out the necessary paperwork with a seven-day expiration date. This will again help protect your organization. Although this seems like a short expiration date, you can always extend it if needed.