For Clients
Our expertise is in matching role requirements with candidates' capabilities, effectiveness and potential via a carefully honed process of assessment and analysis, digging deep into candidates' competencies, values, aspirations and characters.
Through in-depth interviews and informal referencing, we build a thorough understanding of each candidate's track record and performance, as well as a feel for their personality, style, values and goals.
Tailored to each brief, our process leads to deeper perspectives on individual profiles and generates personalised, multi-tier feedback about each candidate.
Discreet, trustworthy and experienced, our dedicated team will work as partners to your organisation throughout the process and beyond.
We were one of the first signatories of the Voluntary Code that promotes diversity in executive search firms. We have helped develop the code itself to make it more impactful as well as the accreditation process for search firms supporting the code.
We invest time in understanding our clients, listening and tailoring every search to the specific requirements, opportunities and culture of each company we partner with.
Founded in 2005, we have built an extensive network, giving us access to outstanding, diverse, senior talent across a range of sectors.
We are forensic in our search process, which is honed for each appointment by an experienced team, leveraging our global network of contacts and potential candidates.
We proactively cultivate our relationships through an outreach programme involving a wide range of organisations and activities that bring us into contact with high-calibre candidates daily.
In addition to supporting organisations with executive and non-executive boardroom appointments, clients often look to us for strategic advice. They know they can count on our insight and experience, and trust our judgement
EXAMPLE: A large international fund manager recently asked us to explore why regretted leavers had departed the firm over the previous three years.
Sapphire Partners reached out to former employees, designed an online survey and carried out qualitative research to explore the drivers of departures and subsequent career choices. We also conducted interviews to explore the critical issues.
Based on analysis of the findings, we produced a report and recommendations for the client to use when reviewing their talent management strategy and implementing new processes and career development tracks.
The project identified key gender differences among regretted leavers and recommended a diversity lens be applied to future activities in support of the client's attraction and retention strategy.
EXAMPLE: Boards are giving more consideration than ever before to succession planning and the skillsets their leadership teams will need for the future. This includes the diversity of backgrounds and perspectives in the boardroom, and across C-level and other senior executive roles.
One of our clients recently recognised that its succession planning did not accommodate sufficient external input. Sapphire Partners was asked to project manage a review of the organisation’s strategy and identify external candidates for long-term cultivation.
Many HR departments already use personality assessment tests as part of the recruitment process. If not, Sapphire Partners can carry out psychometric testing on candidates as a service instead of or in addition to existing in-house methods. Our expertise includes:
This set of tools provides insight into how executives build and implement business strategies as well as how they manage change, conflict and people. Using Hogan Assessments, we can gain a strong indication of future performance and benchmark candidate profiles against your specific requirements.
Instead of measuring abilities or skills, Myers-Briggs Personality Assessments give us insight into the potential strengths and weaknesses of each individual according to their responses. Rather than being used for recruitment, we use Myers-Briggs to help organisations develop talent based on personality type.
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