Executive Recruitment by an Executive Recruiter

9/6/2010

In the search for the right executive for your firm, a resume is not an indicator of a candidate's suitability. Only through comprehensive competency-based behavioral interviewing can an assessment be made as to what a candidate is or isn't capable of bringing to your organization.   Bernadette Testani, Founding Partner of Oxford Partners International, is a highly committed, insightful and effective executive recruiter. With over 17 years of experience, she has successfully completed over 200 national and international assignments across various functions including; general management, sales, finance, information technology, research & development, operations, marketing, human resources, and legal affairs.   

Our Services

At Oxford Partners International, we believe in acting as an ongoing partner to our clients. This means offering a complete recruitment solution, the first step of which is delivering your ideal candidate. Ensuring that candidate has a smooth transition into your organization is another vital element in the recruitment process - one that can save you from stress, downtime and other human resource issues. Finally, assessment of your existing executive team can help to surface performance gaps and remedy them before they affect mission critical operations. Oxford offers these three services individually or in any combination - as and when you need them.

Oxford utilizes a small team, each member hand selected per assignment for their industry expertise and each carefully managed by Oxford's Founding Partner. This process ensures consistency, clear knowledge sharing and expert representation across all of our executive searches.   Our services include: Executive Recruitment, Interim Executive Placement, Executive Assessment and Executive Integration.   

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Our Fees

At Oxford, we consider regular monthly retainers to be unfair to our clients and we propose a unique alternative. We only get paid upon attaining relevant milestones: the first third upon commencement of an executive search, the second when candidates are presented to your firm, and the final third when a finalist is identified. It's that simple, and proof of our confidence and commitment.

Ensuring that the selected candidate has a smooth transition into your organization is a vital element in the search process - one that, when handled correctly, can save you from stress, downtime and other human resource issues.  Are your current leaders capable of taking you to the next level? Oxford can objectively and effectively assess your executive team, benchmarking them against current market, talent, and we'll provide an in-depth report on our findings and help you determine next steps - whatever they may be.   

At Oxford, our senior partner, Bernadette Testani, personally manages all phases of the search. In a traditional search firm model, executives primarily secure new business while researchers contact and screen candidates. Our unique model caters more to the needs of our clients and delivers ideal candidates faster, and at a lower cost.

To ensure that our promise of complete partner involvement is fulfilled for each executive recruitment project, Oxford never takes on in excess of four active searches at a time. To do more would mean compromising the attention and focus our client firms and candidates deserve.

We at Oxford only take on a recruiting search if there are no client conflicts, such as competing searches within the same sector. In this way, we avoid conflict of interest and "off-limits" issues, so as not to compromise our clients' access to the best candidate.

The term "headhunter" doesn't begin to capture our approach to your recruitment needs. We believe in acting as an ongoing partner to our clients, offering a complete recruitment solution: delivering your ideal candidate, ensuring a smooth transition into your organization, and/or assessing your existing executive team.   In our role as a recruiter of senior executives, we assess competencies instead of relying solely on education and experience. Leadership ability, organizational awareness, communication, strategic and innovative thinking, and teamwork all to help predict how an applicant is likely to actually handle the position.