True expertise in all functions from middle management to executive level
Retail, travel retail, sales, merchandising, CRM, marketing, communication, creative, HR, supply chain, finance, management, …
Instant access to large and highly targeted pools of candidates
155,000 professionals registered across 130 countries,
network of 1,750 international alumni associations, social networks, webtracking, etc.
network of 1,750 international alumni associations, social networks, webtracking, etc.
Trust attitude, transparency and humanism
Total commitment to employers and candidates alike to be welcoming, listening, empathy driven, transparent, honest, sensitive, intuitive, discerning, well intended and benevolent.
In this quest, we are conscious that we know so little, make mistakes and are fragile, but we keep doing our best.
In this quest, we are conscious that we know so little, make mistakes and are fragile, but we keep doing our best.
High quality recruitment
Best known retention rate and success rate
Candidates’ retention rate after 3 years : 68%
Turnover of BeThe1 placed candidates = 10%/year
Twice better than world leading executive search firm (Source: The Economist)
Twice better than world leading executive search firm (Source: The Economist)
Success rate : 77%
For every 100 recruitment missions we do, 77 BeThe1 candidates are hired
Average 10% higher than most international executive search firms
Remaining 23% = 3% internal mobility, 2% internal referral, 9% mission cancelled by employer, 4% job offer and employment market unable to align, 5% candidates considered not good enough by employer
Average 10% higher than most international executive search firms
Remaining 23% = 3% internal mobility, 2% internal referral, 9% mission cancelled by employer, 4% job offer and employment market unable to align, 5% candidates considered not good enough by employer
Mutual commitment and reasonable fees
Fixed fees of 12,5% of annual package bracket at launch + 12,5% at hiring
300 premium clients - 130 successful placements per year
(Europe, Middle-East, Greater China, South-East Asia, Usa, etc.)
BeThe1 Mission Statement
Step 1: in depth preparation of search mission-
1st meeting: business context, goals & organization, initial job description and expectations
- BeThe1 feasibility study (job content challenges and attractiveness, alignment with employment market, potential talent pools & sourcing strategy, identification of solutions) and list of recommendations
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Brainstorming with client until finalization of mission content and search action plan
- Approval of PO, final draft of job description, launch of search mission
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1st meeting: business context, goals & organization, initial job description and expectations- BeThe1 feasibility study (job content challenges and attractiveness, alignment with employment market, potential talent pools & sourcing strategy, identification of solutions) and list of recommendations
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Brainstorming with client until finalization of mission content and search action plan- Approval of PO, final draft of job description, launch of search mission
Step 2: powerful sourcing of the best potential candidates-
Sourcing via BeThe1 system:
- Posting on website
- Preselection among 155,000 professionals registered in our BeThe1 database
- Job offer sent via interactive email to pre-selected professionals (up to 1,500 approched directly, and an application rate between 5% and 20% depending on the attractiveness of the position)
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Sourcing via BeThe1 network of 1750 alumni, school career centers
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Sourcing via social networks, posting campaign on selected job boards, specialized CV data bases
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Sourcing via referrals’ networks
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Sourcing via BeThe1 system:- Posting on website
- Preselection among 155,000 professionals registered in our BeThe1 database
- Job offer sent via interactive email to pre-selected professionals (up to 1,500 approched directly, and an application rate between 5% and 20% depending on the attractiveness of the position) - Sourcing via BeThe1 network of 1750 alumni, school career centers
- Sourcing via social networks, posting campaign on selected job boards, specialized CV data bases
- Sourcing via referrals’ networks
Step 3: discerning assessment of candidates-
Screening and short listing of candidates
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Together with the hiring manager, selection of an average of 3-5 best candidates
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In-depth interview (+ report) by the BeThe1 consultant of the selected candidates
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Hand over of selected candidates to client to start in-house interview process (HR, line managers)
- Screening and short listing of candidates
- Together with the hiring manager, selection of an average of 3-5 best candidates
- In-depth interview (+ report) by the BeThe1 consultant of the selected candidates
- Hand over of selected candidates to client to start in-house interview process (HR, line managers)
Step 4: careful hiring preparation-
Advising and following-up during in-house interview process
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BeThe1 reference check
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Employment contract signature
- Advising and following-up during in-house interview process
- BeThe1 reference check
- Employment contract signature
Step 5: post hiring follow up-
Regular contacts by BeThe1 during first 3 months with both new colleague and employer
- Regular contacts by BeThe1 during first 3 months with both new colleague and employer