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→Our figures over sixteen years:
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
- 01Understand the situationThe client's ambition and culture.
- 02Set the search strategyDefine the need together and calibrate the role.
- 03Identify and approach candidatesDraw up the long list and have candidates sign a confidentiality undertaking.
- 04Validate the long list with the clientCandidates identified and approached. Experience, potential interest, motivation, compensation.
- 05Interview candidates and report to the clientGo deeper into the questionnaire and analyse the AssessFirst results (personality, aptitudes, motivation).
- 06Draw up the short listDocument the candidates who are relevant, interested and motivated.
- 07Client interviews with the candidatesConfidential file handed over, test results and comparative table for the short list.
- 08Assist the client with the selectionTake up references, run business intelligence checks, negotiate the offer.
- 09Support and make it lastFollow 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.