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Reasons why traditional career transition firms do not meet executive expectations
   
Reasons why executives should seek representation when looking for a job
   
Estimating the time to identify and secure your next ideal career opportunity
   
 
SOME REASONS WHY TRADITIONAL SERVICES MAY NOT BE THE BEST RESOURCE FOR EXECUTIVES IN TRANSITION.
 
Most of the tasks associated with a career transition are the responsibility of the executive. Consultants guide executives toward resources, but do not actively participate.
One-to-one consulting time is often inadequate - the average client/consultant ratio is over 50 executives to one consultant. Most traditional firms rely heavily on group workshops.
Personal introductions to executive networking contacts and job lead connections are rarely provided or are generally inadequate.
Enhance client's presentation for maximum influence including resumes, interview skills, references and network meeting presentations.
Consultants do not have the time to fully understand the executive's situation, and therefore are prevented from delivering a thorough, high-quality career transition campaign.
Consultants assigned to executives typically do not have senior executive operating level backgrounds.
Service delivered is typically formula (textbook) driven and not customized to the executive's specific requirements and level of expectations.
If an executive has special needs for resources or services that fall outside of the traditional firm's program definition, it is difficult for the firm to satisfy the executive's request.
Most programs offered have time limits, regardless of the executive's re-employment status.
   
 
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