At JacksonGrant Executive we have evolved our Executive Search model to incorporate a more data-driven, agile and customisable model than traditional Executive Search. 

As experts in Thailand and Southeast Asia, we combine global perspectives with local intelligence to help businesses to attract the top talent that is not only within their budgets but fits from a company culture perspective too. 

So here is how we work:

1. Client Alignment and Strategic Consultation 

• Needs Assessment: Work closely with the client to deeply understand the organisation's culture, values, and leadership needs. This includes evaluating the company's strategy, future goals, and the specific competencies required for success in the role.

• Role and Candidate Profiling: We use psychometric tools such as the Hogan leadership assessment, and market intelligence to craft an ideal candidate profile that aligns with both technical requirements and cultural fit.

• Advice: As experts in our domain, we are able to offer advice and guidance which enables clients with limited knowledge of the country dynamics, logistics and local behaviours to navigate the hiring process with a minimum of fuss. 

2. Market Mapping and Talent Analytics

• Data-Driven Talent Search: Using AI-powered tools, industry databases, and social media platforms like LinkedIn to map out potential candidates we combine this with the traditional methods of having extensive connections, local connections and a strong referral network to always have our fingers on the pulse. This involves assessing competitors and other industries to create a comprehensive talent pool.

• Diversity Focus: JacksonGrant Executive searches emphasise the importance of diversity, equity, and inclusion (DEI). Many firms implement search methods to identify diverse talent globally, promoting inclusiveness at leadership levels.

• Competitor Benchmarking: Benchmarking candidates against key competitors or organisations with similar leadership challenges to ensure the talent pool is competitive.

3. Engagement and Outreach

• Targeted Outreach: Personalised outreach using digital communication tools, emphasising the alignment between the candidate’s values, the company’s culture, and leadership opportunities. This phase includes passive talent attraction, reaching out to those not actively seeking new roles.

• Employer Branding: Highlighting the unique aspects of the client’s employer brand to make the role and company attractive to high-calibre talent. A company's purpose, mission, and ability to create a meaningful impact often resonate with top executives.

4. Rigorous Assessment and Evaluation

• Competency-Based Interviews: JacksonGrant Executive use structured, competency-based interviews focused on leadership behaviors, decision-making styles, and cultural adaptability.

• Psychometric Testing & AI Tools: Integrating advanced psychometric assessments, leadership simulations, and sometimes AI-driven evaluations of soft skills to ensure candidates align with long-term leadership success.

• Cultural Fit Assessments: Leveraging modern cultural intelligence tools to ensure the executive aligns with the company’s culture and can drive transformation in a globally connected environment.

5. Presentation of Candidates

• Shortlisting Candidates: A data-backed shortlist is presented to the client with detailed executive summaries, highlighting each candidate's qualifications, leadership style, and fit.

• Interactive Decision-Making: JacksonGrant Executive provides clients with digital platforms to review candidate profiles, compare their assessments, and make decisions collaboratively.

6. Selection and Offer Negotiation

• Compensation Benchmarking: Ensuring a competitive compensation package using market intelligence to match the candidate’s expectations while aligning with the company’s financial strategy.

• Onboarding Support: Executive onboarding programs are increasingly offered to ensure a smooth transition, integrating leadership into the company culture quickly and effectively.

7. Post-Placement Integration and Support

• Ongoing Support: JacksonGrant Executive offers follow-up coaching, leadership development, and performance evaluations after the placement to ensure the executive’s long-term success and retention.

Key Modern Trends:

• AI & Automation: JacksonGrant Executive uses AI tools to speed up the identification and assessment of candidates, improving the efficiency of the search process.

• Diversity and Inclusion: There is a stronger focus on DEI, ensuring leadership teams are more representative and inclusive.

• Agility: JacksonGrant Executive’s process is increasingly agile, adapting quickly to new requirements, and often involves continuous feedback loops with clients.

• Globalisation: JacksonGrant Executive are now part of the IIC Group utiliing virtual interviews and assessments globally, enabling companies to tap into a worldwide talent pool.

Our modern process balances human insight with data analytics, creating a more refined and inclusive approach to finding the right leadership talent for an organisation.