Three practices, one requirement. Making your decisions safe
Executive Search, interim management and governance advisory. Three complementary skills at the service of the sensitive corporate functions.
Experience that makes the difference
Since 2010, BCP Partners has helped companies identify and recruit their leaders and their high-potential managers. Every assignment is scoped with you, then run in confidence.
Three complementary skills serving one requirement. Getting the appointment right, where a mistake is expensive and the right choice moves the whole company forward.
- 01Executive Search
- 02Interim management
- 03Governance advisory
Executive Search for corporate functions
Recruitment of executives and key managers for the executive committee, the management committee, finance, legal, ethics & compliance, sustainability and HR. A direct and confidential approach, every assignment scoped with you.
We identify the best talent to strengthen your leadership teams, including the people who are not looking to move.
Find out more→Interim management
An unplanned departure, a transformation, a critical project. We field experienced interim managers in the corporate functions in under 48 hours.
Profiles we have met and assessed, able to move quickly into demanding situations.
Find out more→Board evaluation and governance advisory
We evaluate your leadership bodies (board, executive committee, management committee) and help you scope a key role before you fill it.
Board evaluation, assessment, Board Search and succession plans, led by a former Company Secretary of listed groups.
Find out more→Sixteen years, held to the written word
Nine steps, three movements
From defining the need through to the integration follow-up over one year. Follow the thread.
- Define the need & the strategy · 01-03
- Select the candidates · 04-06
- Close and make it last · 07-09
- 01 Understand the situation The client's ambition and culture.
- 02 Set the search strategy Define the need together and calibrate the role.
- 03 Identify and approach candidates Draw up the long list and have candidates sign a confidentiality undertaking.
- 04 Validate the long list with the client Candidates identified and approached. Experience, potential interest, motivation, compensation.
- 05 Interview candidates and report to the client Go deeper into the questionnaire and analyse the AssessFirst results (personality, aptitudes, 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 and comparative table for the short list.
- 08 Assist the client with the selection Take up references, run business intelligence checks, negotiate the offer.
- 09 Support and make it last Follow and ease the integration of the appointee over one year.
Thirty minutes that can change the next three years
A sensitive recruitment is prepared before it is launched. Thirty minutes of confidential conversation to frame the role, the context, the internal balances and the timetable. And from that first conversation, a structured reading of your situation.