EXECUTIVE SEARCH CONSULTING – Doradztwo i praca w obszarze HR dla wielu Rad Nadzorczych, Zarządów zarówno globalnych korporacji, firm notowanych na giełdzie, dużych polskich instytucji, spółek portfelowych funduszy inwestycyjnych, przedsiębiorstw prywatnych i organizacji państwowych.

Privacy policy

I. INTRODUCTION
II. WHAT ARE THE PERSONAL DATA AND WHAT THE DATA PROCESSING MEANS
III. DATA CONTROLLER
IV. PROVIDING PERSONAL DATA
V. WHAT DO WE USE YOUR PERSONAL DATA FOR?
VI. HOW WE COOPERATE WITH OUR CUSTOMERS?
VII. WHAT ENTITIES CAN BE PROVIDED WITH PERSONAL DATA AND DO WE SUBMIT DATA TO THIRD COUNTRIES?
VIII. PROCESSING OF PERSONAL DATA OF A REFERRAL PERSON
IX. HOW LONG WILL WE PROCESS YOUR PERSONAL DATA?
X. HOW CAN YOU WITHDRAW FROM THE DATA PROCESSING?
XI. WHAT ADDITIONAL RIGHTS ARE SUBJECT TO YOU WITH DATA PROCESSING
XII. COOKIES XIII FILES WHEN AND WHERE THE PRIVACY POLICY CAN BE CHANGED

I. INTRODUCTION

We have been operating since 2004, and since 2010 we have been one of the 14 leading executive search companies in Poland, which is accredited by the global organization AESC (Association of Executive Search Consultants), ensuring the highest standards of professionalism in the executive search industry. The protection of personal data has always been treated as one of the most important aspects in the activities of Executive Network Sp. z o. o. (hereinafter referred to as the Executive Network). These data are processed in accordance with the legal provisions in force in the Republic of Poland. We make every effort to ensure that data is protected against loss, destruction, disclosure, unauthorized access or improper use of data.

II. WHAT ARE THE PERSONAL DATA AND WHAT THE DATA PROCESSING MEANS

Personal data means information about an identified or identifiable individual. The processing of personal data is basically any action on personal data, regardless of whether it is done in an automated manner or not, e.g. collecting, storing, recording, ordering, modifying, browsing, using, sharing, limiting, deleting or destroying. The Executive Network processes personal data for various purposes, and depending on the purpose, different collection methods, legal grounds for processing, use, disclosure and retention periods may apply.

III. DATA CONTROLLER

The administrator of your personal data is Executive Network Sp. z o. o. ul. Londyńska 4/8, 03-921 Warsaw, Poland.

IV. PROVIDING PERSONAL DATA

By providing your personal data at https://executivenetwork.pl/ you confirm that you have the necessary permits to disclose personal data that will be used by the Executive Network as described in this Policy.

V. WHAT DO WE USE YOUR PERSONAL DATA FOR?

We process personal data for the following purposes:

based on consent to the processing of personal data provided on the site https://executivenetwork.pl/ or in the form of a written statement, we use personal data for the recruitment needs, i.e. in the process of finding suitable candidates to recommend their clients (Article 6 paragraph 1 point a and RODO);
we will store personal data in our database in order to send information about job offers matching your profile and professional experience (Article 6 paragraph 1 point and RODO);
because the processing is necessary to achieve the objectives resulting from legally legitimate interests pursued by Executive Network Sp. z o.o. or a third party (Article 6 paragraph 1 point f of the RODO);
based on consent in order to answer the question through the contact form available at https://executivenetwork.pl/ (Article 6 paragraph 1 point a RODO).

We will not use your personal data for purposes other than those indicated above without prior notice and, if required by law, obtain approval.

At the same time, we take special care to protect the interests of the data subjects and, in particular, we ensure that the data is:

processed in accordance with the law, fairly and transparently for the data subject;
collected for specific, explicit and legitimate purposes and not processed further in a manner inconsistent with these purposes;
adequate, relevant and limited to what is necessary for the purposes for which they are processed;
correct and updated as necessary; we take steps to ensure that personal data which are incorrect in the light of the purposes of their processing are immediately removed or corrected;
kept in a form that permits identification of the data subject for no longer than is necessary for the purposes;
processed in a manner that ensures adequate security of personal data, including protection against unauthorized or unlawful processing and accidental loss or destruction.

VI. HOW WE COOPERATE WITH OUR CUSTOMERS?

We offer our clients recruitment services for upper management levels. If we find a candidate suitable for the position, we can provide the client with information about such candidate. We provide the data of candidates to our clients only if the candidate has given us prior consent (unless the data is made available to clients in an anonymous form).

VII. WHAT ENTITIES CAN BE PROVIDED WITH PERSONAL DATA AND DO WE SUBMIT DATA TO THIRD COUNTRIES?

We provide personal data to others only if we are permitted by law. In this case, in the applicable agreement with a third party, we provide security provisions and mechanisms to protect data and to maintain our standards in terms of data protection, confidentiality and security. These types of agreements are called entrusting agreements for the processing of personal data, and the Executive Network has control over how and to what extent the entity entrusted by the Executive Network with processing certain categories of personal data processes these data.

With respect to the previous statement, we indicate that the recipients of personal data that Executive Network processes as a personal data administrator may be:

above entities processing personal data under contracts for entrusting the processing of personal data (so-called processors);
entities providing hosting services to the Executive Network;
other Executive Network subcontractors, providing software delivery services, software or hardware maintenance services used by the Executive Network;
law enforcement, regulatory and other public administration authorities.

For personal data under EU regulations, it should be noted that: cross-border transfers may concern countries not belonging to the European Economic Area (“EEA”) and countries where there are no provisions defining specific protection of personal data. We have taken measures to ensure adequate protection of all personal data and the lawfulness of transferring personal data outside the EEA. In the event of transfer of personal data outside the EEA to a country which, according to the European Commission, does not ensure an adequate level of personal data protection, transmission takes place only on the basis of an agreement that takes into account EU requirements for the transfer of personal data outside the EEA.

VIII. PROCESSING OF PERSONAL DATA OF A REFERRAL PERSON

Personal data may also be processed as a result of the referral by a referral person. In this situation, the recommender enters his / her data and details of the recommended person and places a CV under the data form. The Executive Network verifies the CV of the recommended person, received from the referral person in the scope of the consent of the recommended person for the processing of personal data that meets the requirements of the GDPR. If consent has been granted, Executive Network has the authority to use this data for recruitment processes.

IX. HOW LONG WILL WE PROCESS YOUR PERSONAL DATA?

The time that we may process your personal data depends on the legal basis that constitutes the legal basis for the processing of personal data by the Executive Network. In the policies in force at the Executive Network, we specify that we must never process personal data longer than for the period determined by legal grounds mentioned and for purposes different to which the data has been collected. Accordingly, we inform you that:

If we process personal data on the basis of a legal provision, personal data will not be stored for a longer period than required by law;
Information about the candidate will be available in our database for a maximum of 5 years from the date of their entry into the database or from the date of the last contact, depending on which date is later;
If the legal basis for the processing of personal data is consent, we will process personal data until the consent is withdrawn;
In the event that Executive Network processes personal data based on the legitimate interest of the data controller, the processing period continues until the cessation of the above-mentioned interest (eg the period of limitation of civil claims) or until the data subject opposes any further processing – in situations where such objection is in accordance with the law.

X. HOW CAN YOU WITHDRAW FROM THE DATA PROCESSING?

Please remember that you can withdraw your consent to the processing of your personal data at any time. For this purpose, please contact us and submit a request for erasue, giving your name and other data (eg phone number, e-mail address) allowing us to identify and delete your data.

XI. WHAT ADDITIONAL RIGHTS ARE SUBJECT TO YOU WITH DATA PROCESSING?

You also have the right to access your data, the right to update, rectify, erase, the right to transfer data, express objections, the right to limit processing. Applications should be submitted in electronic form to the following address: poland@executivenetwork.pl

We will treat each received notification with specific attention. By completing your application, we will need to verify your identity to ensure that we do not share your information with anyone else. You also have the right to lodge a complaint with the supervisory body, which from May 25, 2018 is PUODO (President of the Office for Personal Data Protection, 2 Stawki St., 00-986 Warsaw).

XII. COOKIES

Executive Network declares that at https://executivenetwork.pl/ we use cookies. By using this website, you agree to the introduction of cookies on your device, as explained below. No identifying information is transferred to any third party for any purpose.

Cookies used on the website https://executivenetwork.pl/ can be set by our website.

Cookies are used to adapt the content of websites to the User’s preferences and to optimize the use of websites; in particular, these files allow to recognize the user’s device of the website and properly display the website, adapted to his individual needs in terms of language preferences.

The user has the option of blocking the saving of cookies by changing the browser settings accordingly. Disabling cookies may affect the functioning of the website. No change of browser settings means acceptance of cookies.

XIII. WHEN AND WHERE THE PRIVACY POLICY CAN BE CHANGED

We are committed to regularly review this Privacy Policy and change it if it proves necessary or desirable due to: new legal regulations, new guidelines of bodies responsible for supervising the processes of personal data protection, best practices applied in the area of personal data protection. We also reserve the right to change this Privacy Policy in the event of changes in technology, by which we process personal data (if the change affects the wording of this document), and in the event of changes in methods, purposes or legal grounds for processing of personal data.

The last update of this document took place on 25/05/2018.

Polityka prywatności

I. WPROWADZENIE
II. CZYM SĄ DANE OSOBOWE I CO OZNACZA PRZETWARZANIE DANYCH
III. DANE ADMINISTRATORA DANYCH
IV. PODANIE DANYCH OSOBOWYCH
V. DO CZEGO WYKORZYSTUJEMY PAŃSTWA DANE OSOBOWE?
VI. W JAKI SPOSÓB WSPÓŁPRACUJEMY Z NASZYMI KLIENTAMI?
VII. KOMU JESZCZE UDOSTĘPNIAMY DANE OSOBOWE ORAZ CZY PRZEKAZUJEMY DANE DO PAŃSTW TRZECICH?
VIII. PRZETWARZANIE DANYCH OSOBOWYCH OSÓB POLECAJĄCYCH
IX. JAK DŁUGO BĘDZIEMY PRZETWARZAĆ PAŃSTWA DANE OSOBOWE?
X. JAK MOŻNA WYCOFAĆ ZGODĘ NA PRZETWARZANIE DANYCH?
XI. JAKIE DODATKOWE PRAWA PRZYSŁUGUJĄ PAŃSTWU W ZWIĄZKU Z PRZETWARZANIEM DANYCH
XII. PLIKI „COOKIES”
XIII. CZY I KIEDY MOŻLIWE SĄ ZMIANY POLITYKI PRYWATNOŚCI

I. WPROWADZENIE

Istniejemy od 2004 roku, a od 2010 roku jesteśmy jedną z 14 wiodących firm executive search w Polsce, która jest akredytowaną przez światową organizację AESC (Association of Executive Search Consultants), dbającą o najwyższe standardy profesjonalizmu w branży executive search. Ochrona danych osobowych zawsze była traktowana jako jeden z najważniejszych aspektów w działalności Executive Network Sp. z o. o. (dalej jako Executive Network). Dane te są przetwarzane zgodnie z przepisami prawa obowiązującymi w Rzeczpospolitej Polskiej. Dokładamy wszelkich starań, aby dane były chronione przed utratą, zniszczeniem, ujawnieniem, dostępem osób niepowołanych lub niewłaściwym wykorzystaniem danych.

II. CZYM SĄ DANE OSOBOWE I CO OZNACZA PRZETWARZANIE DANYCH

Dane osobowe oznaczają informacje o zidentyfikowanej lub możliwej do zidentyfikowania osobie fizycznej. Przetwarzaniem danych osobowych jest w zasadzie każda czynność na danych osobowych, niezależnie od tego, czy jest dokonywana w sposób zautomatyzowany czy nie, np. zbieranie, przechowywanie, utrwalanie, porządkowanie, modyfikowanie, przeglądanie, wykorzystywanie, udostępnianie, ograniczanie, usuwanie lub niszczenie. Executive Network przetwarza dane osobowe w różnych celach, przy czym w zależności od celu, zastosowanie mogą mieć różne sposoby zbierania, podstawy prawne przetwarzania, wykorzystywania, ujawniania oraz okresy przechowywania.

III. DANE ADMINISTRATORA DANYCH

Administratorem Państwa danych osobowych jest Executive Network Sp. z o. o. ul. Londyńska 4/8, 03-921 Warszawa, Polska.

IV. PODANIE DANYCH OSOBOWYCH

Podając swoje Dane osobowe na stronie https://executivenetwork.pl/ potwierdzacie Państwo, że posiadacie niezbędne pozwolenia do ujawniania danych personalnych, które będą wykorzystane przez Executive Network w sposób opisany w niniejszej Polityce.

V. DO CZEGO WYKORZYSTUJEMY PAŃSTWA DANE OSOBOWE?

Przetwarzamy dane osobowe w poniższych celach:

opierając się na zgodzie na przetwarzanie danych osobowych udzielonej na stronie https://executivenetwork.pl/ bądź w formie pisemnego oświadczenia wykorzystujemy dane osobowe dla potrzeb rekrutacji, tj. w procesie wyszukiwania odpowiednich kandydatów do zarekomendowania ich naszych klientom (art. 6 ust.1 pkt. a RODO);
będziemy przechowywać dane osobowe w naszej bazie danych w celu przesłania informacji o ofertach pracy dostosowanych do profilu i doświadczenia zawodowego (art. 6 ust.1 pkt. a RODO);
ponieważ przetwarzanie jest niezbędne do realizacji celów wynikających z prawnie uzasadnionych interesów realizowanych przez Executive Network Sp. z o.o. lub podmiot trzeci (art. 6 ust.1 pkt. f RODO);
opierając się na zgodzie w celu udzielenia odpowiedzi na zadanie pytanie poprzez formularz kontaktowy dostępny na stronie https://executivenetwork.pl/ (art. 6 ust.1 pkt. a RODO).

Nie będziemy wykorzystywać Państwa danych osobowych dla celów innych niż wyżej wskazane bez uprzedniego poinformowania i, jeśli przepisy prawa tego wymagają, uzyskania zgody.

Jednocześnie dokładamy szczególnej staranności w celu ochrony interesów osób, których dane dotyczą, a w szczególności zapewniamy, aby dane te były:

przetwarzane zgodnie z prawem, rzetelnie i w sposób przejrzysty dla osoby, której dane dotyczą;
zbierane w konkretnych, wyraźnych i prawnie uzasadnionych celach i nieprzetwarzane dalej w sposób niezgodny z tymi celami;
adekwatne, stosowne oraz ograniczone do tego, co jest niezbędne do celów, w których są przetwarzane;
prawidłowe i w razie potrzeby uaktualniane; podejmujemy działania, aby dane osobowe, które są nieprawidłowe w świetle celów ich przetwarzania, zostały niezwłocznie usunięte lub sprostowane;
przechowywane w formie umożliwiającej identyfikację osoby, której dane dotyczą, przez okres nie dłuższy, niż jest to niezbędne do celów;
przetwarzane w sposób zapewniający odpowiednie bezpieczeństwo danych osobowych, w tym ochronę przed niedozwolonym lub niezgodnym z prawem przetwarzaniem oraz przypadkową utratą lub zniszczeniem.

VI. W JAKI SPOSÓB WSPÓŁPRACUJEMY Z NASZYMI KLIENTAMI?

Oferujemy naszym Klientom usługi z zakresu rekrutacji na wyższe szczeble menedżerskie. Jeśli znajdziemy kandydata odpowiedniego na stanowisko, możemy przekazać Klientowi informacje o takim kandydacie. Udostępniamy dane kandydatów naszym Klientom wyłącznie wtedy, gdy kandydat/-tka udzielił/-a nam na to uprzedniej zgody (chyba że dane są udostępniane klientom w formie anonimowej).

VII. KOMU JESZCZE UDOSTĘPNIAMY DANE OSOBOWE ORAZ CZY PRZEKAZUJEMY DANE DO PAŃSTW TRZECICH?

Przekazujemy dane osobowe innym wyłącznie, gdy zezwalają nam na to przepisy prawa. W takim przypadku, w stosownej umowie zawieranej z podmiotem trzecim przewidujemy postanowienia i mechanizmy bezpieczeństwa w celu ochrony danych oraz zachowania naszych standardów

w zakresie ochrony danych, ich poufności i bezpieczeństwa. Umowy tego rodzaju zwane są umowami powierzenia przetwarzania danych osobowych, a Executive Network ma kontrolę nad tym, w jaki sposób i w jakim zakresie podmiot, któremu Executive Network powierzyła przetwarzanie określonych kategorii danych osobowych, dane te przetwarza.

W związku z powyższym wskazujemy, że odbiorcami danych osobowych, które Executive Network przetwarza jako administrator danych osobowych mogą być:

ww. podmioty przetwarzające dane osobowe na mocy umów powierzenia przetwarzania danych osobowych (tzw. procesorzy);
podmioty świadczące usługi hostingowe na rzecz Executive Network;
pozostali podwykonawcy Executive Network, świadczący usługi z zakresu dostarczania oprogramowania, usługi serwisowania oprogramowania lub sprzętu, z którego korzysta Executive Network;
organy nadzorujące przestrzeganie prawa, organy regulacyjne i inne organy administracji publicznej.

W przypadku danych osobowych podlegających przepisom UE należy zauważyć, że: transgraniczne przekazywanie może dotyczyć państw nienależących do Europejskiego Obszaru Gospodarczego („EOG”) i państw, w których nie obowiązują przepisy określające szczególną ochronę danych osobowych. Podjęliśmy działania, aby zapewnić odpowiednią ochronę wszystkich danych osobowych oraz zgodność z prawem przekazywania danych osobowych poza teren EOG. W przypadku przekazywania danych osobowych poza teren EOG do państwa, które według Komisji Europejskiej nie zapewnia odpowiedniego poziomu ochrony danych osobowych, przekazywanie odbywa się wyłącznie na podstawie umowy uwzględniającej wymogi UE w zakresie przekazywania danych osobowych poza teren EOG.

VIII. PRZETWARZANIE DANYCH OSOBOWYCH OSÓB POLECAJĄCYCH

Dane osobowe mogą być przetwarzane również w wyniku przekazania ich przez osobę polecającą. W tej sytuacji osoba polecająca wpisuje swoje dane oraz dane osoby polecanej oraz zamieszcza CV pod formularzem z danymi. Executive Network dokonuje weryfikacji CV osoby polecanej, otrzymanego od osoby polecającej w zakresie zgody osoby polecanej na przetwarzanie danych osobowych spełniającej wymogi RODO. Jeśli zgoda została udzielona, Executive Network ma uprawnienia do wykorzystania tych danych do procesów rekrutacyjnych.

IX. JAK DŁUGO BĘDZIEMY PRZETWARZAĆ PAŃSTWA DANE OSOBOWE?

Czas, przez jaki możemy przetwarzać dane osobowe, jest uzależniony od podstawy prawnej stanowiącej legalną przesłankę przetwarzania danych osobowych przez Executive Network. W obowiązujących w Executive Network politykach, określamy, iż nigdy nie wolno nam przetwarzać danych osobowych ponad okres dłuższy niż wynika to z ww. podstaw prawnych oraz celów do jakich dane zostały zebrane. Stosownie do tego informujemy, że:

Jeżeli przetwarzamy dane osobowe na podstawie przepisu prawa, dane osobowe nie będą przechowywane przez okres dłuższy niż wymagany przez przepisy;
Informacje o kandydacie będą dostępne w naszej bazie danych przez maksymalnie 5 lat od daty ich wprowadzenia do bazy lub od daty ostatniego kontaktu, w zależności od tego, która z dat jest późniejsza;
Jeżeli podstawą prawną do przetwarzania danych osobowych jest zgoda, będziemy przetwarzać dane osobowe do momentu wycofania zgody;
W przypadku, gdy Executive Network przetwarza dane osobowe na podstawie uzasadnionego interesu administratora danych, okres przetwarzania trwa do momentu ustania ww. interesu (np. okres przedawnienia roszczeń cywilnoprawnych) lub do momentu sprzeciwienia się osoby, której dane dotyczą, dalszemu takiemu przetwarzaniu – w sytuacjach, gdy sprzeciw taki zgodnie z przepisami prawa przysługuje.

X. JAK MOŻNA WYCOFAĆ ZGODĘ NA PRZETWARZANIE DANYCH?

Proszę pamiętać, że można w każdej chwili wycofać zgodę na przetwarzanie Państwa danych osobowych. W tym celu, należy skontaktować się z nami i przekazać wniosek o ich usunięcie, podając swoje imię i nazwisko oraz inne dane (np. numer telefonu, adres mailowy) pozwalające nam na Państwa identyfikację i usunięcie danych.

XI. JAKIE DODATKOWE PRAWA PRZYSŁUGUJĄ PAŃSTWU W ZWIĄZKU Z PRZETWARZANIEM DANYCH

Przysługuje Państwu też prawo dostępu do Państwa danych, prawo do ich aktualizacji, sprostowania, usuwania, prawo do przenoszenia danych, wyrażenia sprzeciwu, prawo do ograniczenia przetwarzania. Wnioski prosimy zgłaszać w formie elektronicznej na adres: poland@executivenetwork.pl

Każde otrzymane zgłoszenie potraktujemy ze szczególną uwagą. Realizując zgłoszenie, będziemy musieli jednak zweryfikować Państwa tożsamość, aby mieć pewność, że nie udostępniamy Państwa danych nikomu innemu.

Przysługuje Państwu także prawo do wniesienia skargi do organu nadzorczego, którym od 25 maja 2018 r. jest PUODO (Prezes Urzędu Ochrony Danych Osobowych, ul. Stawki 2, 00-986 Warszawa).

XII. PLIKI COOKIES

Executive Network oświadcza, że na stronie https://executivenetwork.pl/ używamy cookies. Korzystając z tej strony internetowej, zgadzasz się na wprowadzenie cookie w urządzeniu, jak wyjaśniono poniżej. Żadne dane identyfikacyjne, do żadnych celów, nie są przekazywane do jakiejkolwiek trzeciej strony.

Pliki cookies używane na stronie internetowej https://executivenetwork.pl/ mogą być ustawione przez naszą witrynę.

Pliki cookies wykorzystywane są w celu dostosowania zawartości stron serwisów internetowych do preferencji Użytkownika oraz optymalizacji korzystania ze stron internetowych; w szczególności pliki te pozwalają rozpoznać urządzenie użytkownika serwisu internetowego i odpowiednio wyświetlić stronę internetową, dostosowaną do jego indywidualnych potrzeb w zakresie preferencji językowych.

Użytkownik ma możliwość zablokowania zapisywania plików cookies poprzez odpowiednią zmianę ustawień przeglądarki internetowej. Wyłączenie cookies może mieć wpływ na funkcjonowanie strony. Brak zmiany ustawień przeglądarki oznacza akceptację dla stosowanych cookies.

XIII. CZY I KIEDY MOŻLIWE SĄ ZMIANY POLITYKI PRYWATNOŚCI

Zobowiązujemy się do regularnego przeglądu niniejszej Polityki prywatności i jej zmiany w sytuacji, gdy okaże się to niezbędne lub pożądane z uwagi na: nowe przepisy prawa, nowe wytyczne organów odpowiedzialnych za nadzór nad procesami ochrony danych osobowych, najlepsze praktyki stosowane w obszarze ochrony danych osobowych. Zastrzegamy również możliwość zmiany niniejszej Polityki prywatności w przypadku zmian technologii, przy wykorzystaniu której przetwarzamy dane osobowe (o ile zmiana jej wpływa na brzmienie niniejszego dokumentu), a także w razie zmiany sposobów, celów lub podstaw prawnych przetwarzania przez nas danych osobowych.

Ostatnia aktualizacja niniejszego dokumentu miała miejsce dnia 25.05.2018 r.

EXECUTIVE SEARCH

The most successful and efficient form of search.

Executive Search is the basis of our business. Since 2005, we have successfully implemented over 500 projects for 160 clients, supporting them in the selection of highly qualified senior managers. Based on direct and active search, we are able to pinpoint candidates who are capable of meeting your requirements and ready to face challenges in a new organisation.

What makes us stand out?

Knowledge of the market and many years of experience of our consultants – we seek to learn as much as we can about our clients and their needs to recruit the best possible candidates for them, and we know how to do it!
Tried and tested, and constantly evolving methodology underlying our processes, which is underpinned by the high efficiency of our services.
Professionalism and strong business ethics – this is why our clients entrust us with new assignments, and candidates feel treated as equal partners.
Guarantee for recruited staff – you can rely on us in any situation.

As a result of our psychological training and many years of practical experience in the assessment of candidates during the recruitment process, we help our clients to minimise the risk of mismatched employment which is often attributable to “invisible” factors which, however, are of key importance, such as cultural match, factors motivating a person, his/her system of values and way of thinking.

Process and methodology – personalised contact.

We focus on quality and effectiveness in implementing our projects. As a result, all our projects are carried out according to a tried and tested, and well-defined procedure:

DEFINITION: a face-to-face meeting with all the participants of the search process on the part of the client (CEO, CFO, HR) and a detailed description of the strategic objectives and expectations about the competence of an ideal candidate, defining a timeframe and implementation schedule for the project.
CANDIDATE’S PROFILE: preparation of a detailed description of the position and the relevant skills.
DIRECT SEARCH: a methodical and well-structured analysis of the market, its specific sector(s), identification of prospective candidates and their pre-selection based on the requirements defined by the client.
ASSESSMENT OF PROFESSIONAL SKILLS AND LEADERSHIP QUALITIES: in-depth competence-oriented interviews, evaluation of the level of cultural fit, diagnosis of the individual working style and motivation of candidates.
REFERENCE AND BACKGROUND CHECK: gathering all-encompassing information about candidates.
PRESENTATION: a personal presentation of short-listed and recommended candidates, including their CVs, current professional background, an analysis of their strengths and potential areas of development.
EMPLOYMENT AND ON-BOARDING: support in negotiating the conditions of employment and signing the contract, coordination and monitoring a candidate recruited via our company during the first few months of his/her work.

We provide candidates with a personalised contact, openness to their needs and professional preferences, as well as active project-related communication.

We use various psychometric tools such as professional skills tests developed by SHL Polska, Discovery Insights (a model describing the individual style of functioning in the working environment) and Facet5 (an analysis of professional behaviour).

ON-BOARDING
involvement and productivity from the outset

Hiring employees is one of the major investments in any organisation. Therefore, we have extended our executive search services to include on-boarding, i.e. a process implemented from day one, precisely planned and customised to the organisation’s needs, aimed at an effective induction of a candidate recommended by our company into the new working culture and environment so that he/she can start working towards his/her business objectives as soon as possible.

Our experience and results show that effectively implemented on-boarding processes not only tend to reduce operating costs, but they are also vital in helping to activate the productivity of new staff members and to build a positive image of the organisation as an employer among the present and future employees.

ON-BOARDING is the fastest developing HR tool across the world. Ask for details: poland@executivenetwork.pl.

MANAGEMENT AUDIT

Accurate and detailed assessment of the potential of key human resources.

Management Audit is a proposal of effective support for companies which have already started or intend to start a process of methodical assessment and development of their key managers, including in particular an evaluation of their qualifications in terms of planning career paths and horizontal promotions or their potential to take on the role of leaders of changes in strategic processes taking place in the organisation (change management, mergers, ownership-related and structural transformations, remodelling of internal culture).

Benefits:

Support for HR functions – a full picture of the competence and potential of the key human resources in the company as a basis for designing individual development programmes and for defining the training needs in the organisation.
More efficient functioning of the organisation and a higher level of quality at work based on better matching of people to tasks (Company Fit, Job Fit , Skills Match).
Strong support for processes relating to changes to be implemented in the organisation and improvement of their efficiency, thus stimulating the development of the company.
Access to additional information about employee sentiments and atmosphere in the organisation.
Providing employees with important information for their further professional growth and for building a positive image of the company as an employer – greater involvement and motivation.
Reduced staff turnover through informed and proactive management of the potential of human resources.

When is it worth investing in a competence audit?

An audit of key managers, performed by an outsourced consultant is most recommendable in the following situations:

When the management intends to introduce far-reaching changes, e.g. in the global operating strategy, or to restructure and re-organise human resources in the organisation – a managerial audit is then oriented first of all towards identifying people who will be able to take on the role of development and change leaders and defining where and how qualifications of other human resources included in the audit can be put to the best use.
During mergers or consolidations – when a new organisational and HR structure is being devised – support in making HR-related decisions (selection of managers who are suitable for the key roles in the integration and implementation of a new strategy, and identification of areas/sources of potential difficulties in an effective amalgamation of different structures).
During an internal recruitment for the key positions in the organisation – assessment of candidates and recommendations about the best people for the positions under recruitment.
When the organisation wants to enhance the efficiency of how the potential of their managers is managed by implementing relevant career development paths, e.g. based on skills models or by mapping out talent management and development policy).
When the organisation is faced with an internal crisis which might be attributable to a hidden, and quite frequently long-drawn-out conflict, e.g. between individual departments / groups, which has various reasons and a significant negative impact on business results of the organisation.

We guarantee:

A professional and objective audit performed by an outsourced company using methodology based on abundant experience in providing advisory and consulting services (recruitment, in-depth psychological interviews, evaluations) and psychometric methods.
Assessment criteria and research tools customised to the current needs of your company.
Information about the audit participants in the form of well-structured and concise reports, plus the possibility of discussing the results with an experienced consultant – to the extent that this is needed and/or expected.
Professional, constructive and customer-friendly feedback for employees participating in the audit, which is of substantial importance in terms of their involvement in an informed self-development process and events taking place in the organisation.

Learn more about our approach, methodology and experience. Write to us: poland@executivenetwork.pl.

ON-BOARDING

Involvement and productivity from the outset.

FACT: 1/3 of all new employees leave after two years. Most of them start looking for another job as soon as after six months.

HOW CAN YOU COPE WITH THAT?

In a nutshell – ON-BOARDING, i.e. a process to be implemented from day one, precisely planned and customised to the organisation’s needs, aimed at an effective induction of a candidate recruited via our company into the new working culture and environment so that he/she can start working towards his/her business objectives as soon as possible.

Our experience and results show that effectively implemented on-boarding processes not only tend to reduce operating costs, but they are also vital in helping to activate the productivity of new staff members and to build a positive image of the organisation as an employer among the present and future employees.

WHY IS IT IMPORTANT?

In today’s world, of great importance is the period when a new manager achieves an optimal level of productivity. The high costs of a potential failure of a new professional include: the costs of the loss of an employee and subsequent recruitment, the loss of Customer satisfaction, and the value of lost market opportunities during that time.

Therefore, on-boarding is currently the fastest developing HR tool across the world.

FACT: All new employees go through the on-boarding process, whether or not your organisation has a well-developed programme conforming to the corporate strategy and culture.

These first experiences have a huge impact on how the employer is perceived and the level of commitment, and they finally decide how long a new manager will be retained by the organisation and what his/her level of motivation will be. However, there are few companies which have their own well-established system, streamlined and conforming to their business strategy, for inducting new employees into the specific enviroment of their organisation, which is not a routine, administrative initial training.

STRATEGIC ON-BOARDING is a process designed in coordination with the client and oriented towards the successful induction of a manager recruited via our company with a view to activating his/her productivity from the day one. A precisely defined actions performed or moderated by our consultant are focused on supporting the adaptation in 4 key areas:

STRATEGIC ORIENTATION | CULTURAL FIT | ROLE DEFINITION | COMMUNICATION AND RELATIONS

In addition to workshop sessions within the first 3 or 6 months of employment, an experienced consultant assigned by our company will provide regular monitoring, supporting the employee and the employer in the process of integration and adaptation.

Strategic on-boarding – Benefits

Development and advancement

Business indicators

knowledge flow

potential conflicts

level of commitment

time to activate productivity

employer’s brand

level of productivity

system-wide functionality

capability of meeting the needs of talented people

cohesion of positive experiences

competitive edge

organisational transformation (business- and/or culture-oriented)

recruitment costs
labour costs

Learn more about our approach, methodology and experience. Write to us: poland@executivenetwork.pl.

CAREER TRANSITIONS

For years, you have been President, Board Member, Director in the same organisation and so far you have had no need to consult headhunters or career development and management specialists? Your market segment is shrinking? The organisation you have been managing has been or will be taken over or sold? Changes in the headquarters and decisions relating to the local market where you are operating have prompted you to look for new challenges? You have found out that your position is going to be terminated and you don’t know how to establish yourself in the labour market? You are aware that the time horizon of your current assignment is inevitably coming to an end and you are wondering what headhunters you should meet?

Your Ambassador in the career change process.

Given the increasing dynamics of today’s business environment, changes in the top managerial positions have become an integral part of everyday life.

Mergers, acquisitions or other strategic reorganisations quite frequently add to the turnover rate among managerial positions, and managers leaving an organisation must rise to the challenge of looking for a new job and cope with the related changes. Additionally, the number of interesting offers for senior managers is usually limited, and potential candidates are often not prepared to put up a successful fight for the best jobs. This is often accompanied by uncertainty or even fear due to the lack of knowledge of how the labour market operates, how to write a good CV or define the value of their own skills and competences, and present them effectively to employers who consider such capabilities desirable, and – last but not least – the lack of business contacts which would allow them to reach those employers. Managers, who for years have held senior positions, most often had no need to build up or update such knowledge, and therefore the challenges of looking for a new job may seem particularly difficult in this demanding market. On average, it takes about 12 months or even longer in the case of top-level positions.

If you are reading this document, it could mean it is time to make changes in your professional life, perhaps for the first time in many years. It may be that your current situation seems difficult or impossible to cope with. However, all changes offer an opportunity for further development and open up new possibilities. Whether the change is beneficial and satisfactory depends on you and your commitment. As part of our CAREER TRANSITIONS FOR EXECUTIVES programme, we will support and represent you in the career change process.

A team of our experienced consultants – having hands-on knowledge of the executive search business, a deep insight into today’s labour market and many years of experience in selecting candidates for key management positions – will implement your personalised development programme:

DIAGNOSIS OF THE SITUATION – individual sessions, which include:

an analysis of your career path so far and optimal professional advancement in the future
defining your strengths and weaknesses
defining career objectives for the future, as well as your expectations and needs
converting the existing situation from a “professional crisis” to an “opportunity” – activation of your motivation

STRATEGY DEVELOPMENT – a step-by-step scenario:

defining the value of your competences and your brand as a professional
defining the profile of your expertise
designing possible career development paths
defining potential target workplaces
compiling a short-list of recruitment agencies which match your needs

IMPLEMENTATION – objective-oriented and well-structured actions:

support to prepare your CV and letter of application
profiling your image in social media
developing psychological questionnaires customised to your needs
implementing recommended training and workshop sessions (optional)
preparation for job interviews
creation and support of an individual email inbox
surveying the market in terms of interesting job offers
sending applications to selected recruitment agencies or, where appropriate, directly to potential employers
ongoing support in analysing and negotiating offers, advice on choosing the form of employment and signing contracts
psychological support in the potentially difficult period of changes

The activation and build-up of your own brand in the labour market is a long-term project, worth investing your time and money. The programme is based on our long-term, practical knowledge of the labour market and changes which are observed in a number of organisations. It will help you gain a well-structured insight into your professional potential, prepare an action plan for your future professional advancement, and provide you with active support in implementing your career objectives or finding new, interesting career opportunities.

Programme duration: 3-6 months. Budget: PLN 15,000 – 25,000 + VAT.

All documents and information received during sessions are considered secret and confidential.