Executive & Board Search.

We show driven people around the world the path toward their mission and we complete teams with the missing pieces of a puzzle. Our work leads to results partly because we create the right conditions for people to know what they’re choosing, and because we have walked the proverbial mile in the shoes of those we help. Furthermore, we are trained in shaping leaders and can rely on proven knowledge and tested science. But above all, we do not put people in boxes, we give them wings. At Cross International, we lead people away from the war for talent and towards the crossroads where they can meet and help each other grow and create.

At Cross International, we have developed specific expertise in mapping, tracing, contacting, actively approaching and guiding professionals worldwide. This expertise stems from a deep knowledge of human psychology, the job market and the changing cultural and business environments.

Then rely on Cross International's expertise. We can build on extensive experience in a variety of sectors and functions. Our direct search business unit covers all roles from 'individual contributor' to middle management level, and next to that our board & executive search business unit covers all roles from director level to C-suite level or board positions.

Moreover, we apply an 'active search' approach to every assignment. Active search is a recruitment strategy that we consciously use to find potential candidates who are currently not actively looking for a new job. We always actively look for candidates who are already employed by competitors or in similar positions elsewhere, or who have the right skills and competencies, or who are ready for the next step in their career. By actively approaching such candidates, we significantly increase the chances of attracting more top candidates who might otherwise not have applied.

Executive search is partly comparable to a game of chess. Like chess, it takes good strategy, foresight and a thorough knowledge of the game and your opponent to succeed in executive search. But when the right pieces come together, the result can be checkmate in the form of a successful and impactful hire. And that is what we strive for, because where driven people cross, successful companies flourish!

Want to know more about our Board, Executive & Direct Search solutions? Please contact Wim Van Kerckhove or Bart Verreydt

Intake & job description

At the start of the search process, it is crucial to fully understand the organisation and the role. During an intake interview with all relevant stakeholders, we find out why the position is vacant, how the organisation is structured and what profile is being sought.

We then draft a job description that is mutually agreed upon, ensuring that all aspects of the vacancy - hard and soft skills, experience, cultural fit and remuneration - are fully aligned.

Understanding why your company is an "employer of choice" and why candidates might be interested in the vacancy will help us tell our story and position the role when we call people who are being considered for a career move.

All relevant candidates are approached by the researcher or consultant with discretion and confidentiality. During a telephone screening, we gain an initial insight into the candidate's profile and character. We do this very carefully in order to avoid positive bias regarding the job profile. Therefore, we ask open-ended questions about the candidate's experience, relevant skills, intrinsic motivation, ambition and enthusiasm for a new career step.

If the candidate meets the job profile and is interested in the position, he or she is invited for an in-depth personal interview with the assigned consultant. This interview is based on the "STAR methodology" and "Appreciative Inquiry" to assess the key competences and to explore to what extent the candidate meets the criteria for the position as well as to what extent he or she fits the culture.

During this interview, we focus on the candidate's work experience and behaviour in order to correctly identify strengths, development needs and future ambition. By focusing on successes, we enable the candidate to talk freely in a non-conflicting way, so we are sure to get the information we are looking for. Based on the in-depth interview, a detailed report is prepared for the client with a strength/development analysis regarding hard and soft competencies as well as salary conditions/expectations.

From this stage onwards, the client becomes more actively involved in the recruitment process.

Final candidates are asked for specific references and 'in-dept checks' are done and reported by us or by you as the client.

The consultant acts in a facilitating and advisory role to both the client and the candidate throughout the entire process, including salary negotiations, with the aim of finding each other a win-win agreement.

As we are well aware of the need for proper and efficient follow-up, we work with weekly updates, with the consultant proactively communicating the progress of the assignment and possible pitfalls or points of concern.