Recruiting executives and strategic teams in Paris
Specialists in the Corporate functions. Executive committee, management committee, legal, ethics & compliance, sustainability, HR, finance, company secretary, risk, board members. We identify the people who will strengthen your leadership team.
Our experience is what puts you ahead
Since 2010, BCP Partners has helped companies identify and recruit their executives and high-potential managers. Every assignment is scoped with you, then run in confidence.
Three complementary practices serving one standard, the accuracy of an appointment where a mistake is expensive.
- 01Executive Search
- 02Interim management
- 03Governance advisory
Recruiting the Corporate functions
Legal, ethics and compliance, risk, finance, HR, sustainability, company secretary, board members. Functions that arbitrate, protect and commit the company, and whose quality is judged as much by what they prevent as by what they make possible. BCP Partners has recruited them since 2010, having moved into Executive Search in 2008, on both search and interim management assignments, for international groups, mid-sized companies, investment funds and law and advisory firms.
These searches are run alongside general management and the governance bodies, executive committees, management committees and boards. They call for reading the organisation before reading the career histories. The real scope of the role, the balances it shifts, what its holder will genuinely have the means to do.
Rigorous selection
A structured process to identify highly qualified executives, matched to what your situation demands.
A brief set with you
Every assignment is shaped around your objectives and your corporate culture.
Follow-up after appointment
We support the appointee through their first year in post.
Measured figures, not promises
What our experience changes
We do not treat a job description as a set of specifications. The brief refines with you what the role genuinely demands, because we have held it ourselves.
Sixteen years of Executive Search have taught us to read organisations. Every assignment is run end to end by a senior consultant, from the brief to the final debrief.
The brief is joint work
We refine the real need together. Scope, context, internal balances, conditions for success.
Candidates speak frankly
Talking to a firm from their own world, executives discuss their experience, their outlook and their ambitions in depth.
One senior consultant
Your assignment is led by an experienced practitioner, from the first conversation to the integration follow-up.
Across the Corporate functions
Nine steps, three phases
From defining the need to following the appointee through their first year. Follow the thread.
- Define the need & the strategy · 01-03
- Select the candidates · 04-06
- Conclude & sustain · 07-09
- 01 Understand the situation The client’s ambition and culture.
- 02 Define the search strategy Agree the need together and calibrate the role.
- 03 Identify and approach candidates Draw up the “Long List” and have each candidate sign a confidentiality undertaking.
- 04 Validate the “Long List” with the client Candidates identified and approached. Experience, potential interest, motivation, remuneration.
- 05 Interview the candidates and report to the client Go further into the questionnaire and analyse the AssessFirst results (personality, aptitude, motivation).
- 06 Draw up the “Short list” Document the candidates who are relevant, interested and motivated.
- 07 Client interviews with the candidates Confidential file handed over, test results explained and a comparative table for the “Short list”.
- 08 Support the client through the selection Take up references, run business intelligence checks, negotiate the offer.
- 09 Support and sustain the appointment Follow and ease the appointee’s integration through their first year.