For 20 years, IVY’s founder has specialized in chief executive board member and senior-level management search assignments for a wide variety of clients, including multinational corporations, mid-cap and start-up companies, foundations and governmental units.

Executive search differs from other types of employee recruitment in two ways: first, in the quality of the talent sought; second, in the quality of the firm which seeks that talent.

Because an executive search firm identifies, works with and evaluates high-level managerial talent, it must pursue its work with an equally high level of thoroughness, insight, professionalism and ethical conduct – a level that distinguishes the executive search firm from the mass of employment agencies and contingent fee-recruiters.

Executive search firms work by retainer only and, in that way, maintain objectivity and efficient use of client time. A firm recommends candidates based only on a belief in their suitability, not in an attempt to earn a commission. And a firm recommends only those few candidates who – after exhaustive research, evaluation and investigation – are best qualified. This avoids wasting the client’s time with countless interviews.

IVY delivers the introduction of top Director candidates to build the most effective Boards, as well as a full suite of complementary Board services including:

• Board assessment & evaluation
• Director compensation analysis

Management Audit

A management audit is a structured process to assist the leadership of a client company in assessing qualifications of the management team and individual executives to provide in-depth insight into their performance level and capabilities. IVY makes an evaluation and offers constructive suggestions on how to deal with personal issues and organizational structure.

Industry Benchmarking

In today’s competitive landscape it is important for companies to understand how their management teams compare with competitors or other industry benchmarks. IVY provides detailed information on human capital and can be a source of data relative to best practices. Few organizations are able to quantify the strength of their executive team’s leadership and business skills and compare their leadership strength to the general population of leaders and executives. Insufficient data on executive leadership makes it difficult to:

• Identify skill gaps that will inhibit the ability to carry out business strategies.
• Create a leadership growth strategy that builds on strengths and compensates for skill and deficiencies within the executive team.

IVY’s assignments concentrate on the C-level and the level for compensations packages above 250 K€

• CEO, Executive Vice President
• CTO, CFO, CMO, CIO
• HR Vice President
• Marketing & Sales Vice President
• Country Manager
• Division Manager
• Regional Manager
• Partner, Associate Partner

Managing Director France
Global leader in the information technology product distribution industry

Vice President Marketing
One of the most innovative hardware and software manufacturers

CEO
CRM software company

Senior Vice President, Corporate Communication
Telecom operator

General Manager
Consulting firm and digital learning

Senior Vice President
Information technology consulting firm

Vice President, Insurance Practice
Global IT services firm

Technical Director
Heating and air conditioning manufacturer

Sales Director
Global provider of digital communication infrastructure