| # | Organisation Name | Industries | Headquarter | Description | Founded Year | Company Type | Num of Employees |
|---|---|---|---|---|---|---|---|
1 | - | Birmingham, England | For an interim manager, a quality improvement consultant or the next, permanent addition to your college leadership team – for the experience and expertise you need to succeed, talk to Click.
Dedicated to supporting UK further education, we are one of the country’s most directly experienced providers of high quality interim management, quality improvement support and permanent leadership recruitment services.
For all types of colleges, independent learning providers and education authorities, a professional resourcing solution that’s dependable, flexible and cost-effective. | 2009 | Public Company | 24 | |
2 | Human Resources | San Diego, CA | Wolf Hill Group, a Slone Partners company, is a national executive search firm focused on Cybersecurity. With more than 75 years of leadership recruitment experience among its founders, we excel at building leadership teams for family office investors, startups, venture capital and private equity. Our network of cybersecurity leaders are at the forefront of defending the cyber attacks running parallel to the growing vulnerability trends in quantum computing, cloud computing, IoT, AI, machine learning, Big Data and analytics, online payment fraud, and social media. | 2019 | Privately Held | 13 | |
3 | - | Aurora, Colorado | Peak Recruiter is a Boutique search firm that connects candidates with market-leading organizations in HealthCare by providing permanent search and Interim Leadership. Here at The Peak, we customize our services to meet your recruitment needs.
For organizations, it's about filling positions that are critical to your success in reaching your goals quickly. We partner with our clients for the long term and stand behind you by backing up our placements with a 1 or 5-year replacement program. The average time to fill is 45 days and we have a 98% offer acceptance rate.
For professionals, we provide career advice, coaching, introduction to hiring managers looking for your talents, interview preparation/skill training, offer negotiation and onboarding help for both permanent/full-time roles as well as contract/interim positions.
We are the Industry-leading Experts in: Permanent and Interim healthcare (Hospital, Behavioral Health, Reproductive Medicine) leadership Recruitment, and Placement.
Positions we are often engaged to fill:
CNO - Chief Nurse Officer/Executive
CIO/CTO - Chief Information & Technology Officers
Human Resources Directors/VP
Mid-tier (Manager/Director/VP) Service Line leadership
Surgical Services - Nurse Manager/Director/VP
Emergency Department - Nurse Manager/Director/VP
Women's & Children's Services - (OB/L&D,MB) Managers/Directors/VP
ICU/CC - Nurse Manager/Director/VP
Pharmacy Directors & System Director
HIM - Health Information Management - Directors
If your organization is looking to receive more value from your recruitment partners and to maximize your recruitment dollars and the ROI that returns to your organization give us a call today to explore if we could be a legitmate partner. | 2018 | Privately Held | 3 | |
4 | Human Resources | Singapore, Singapore | At Global Lumen HR, we envision a future in which all professionals work with a coach just as serious athletes do today.
We are a human capital development organization.
Our executive and leadership coaching services support career development by individually working with talent on their development needs, identifying career goals, facilitating them on this journey, integrating talent smoothly into their new roles and developing both hard and soft skills. We are providing this service to improve the likelihood of their long term success in their roles.
We work with multinational clients across Asia, specifically providing coaching services to C-Suite and director level talent. Clients range from Wunderman, Havas, Publicis Media and many more.
We coach from a neuroscience perspective, focusing on development of leaders from a personal mastery, alignment of purpose, shaping performance and creating meaningful impact within their environment. We facilitate leaders in clarifying what really matters to them and mastering the ability to achieve it.
We focus on the following:
Leadership Coaching
Transition Coaching
Career Coaching
Leadership Recruitment
Digital Recruitment
#GlobalLumenHR | 2017 | Privately Held | 2 | |
5 | Human Resources | London, England | EXCELLENCE, FAST
ChapmanBlack is an award-winning Executive & Leadership search firm with over 150 consultants based in London, Dusseldorf, Munich, Berlin, New York and Detroit. We have an unrivalled global network and work with great candidates and employers across Europe, the Americas and Asia-Pacific.
Our specialism lies in the area of Executive & Leadership recruitment, with extensive knowledge in our core industries. We offer outstanding service to our clients in every sector we engage in. Digitalisation has revolutionised every aspect of our lives, and hiring will be no different. We’ve developed a range of services, powered by our advanced technology, to support our clients in reaching their goals.
Our vision is to supply the best candidates faster and simpler than anybody else. Our values embody our business, vision and working practices: Excellence. Fast.
Want to join our team? ChapmanBlack was named 6th in the Sunday Times 100 Best Small Companies to work for in the UK. Find out more at http://www.chapmanblack.com/recruitment-jobs | 2007 | Privately Held | 41 | |
6 | Education Management | Cardiff, UK | Education Recruitment | Tutoring | HE & STEM Partnerships | Digital Solutions & eLearning
Our Recruitment team introduces first class professionals to roles across the education sector, including teaching, learning support, eLearning, edtech, leadership and international positions, at schools, colleges, public organisations and edtech companies.
Our Tutoring team delivers high quality, high impact individual and small group tutoring support to learners of all ages, including as an official Tuition Partner to the Department for Education (DfE)’s National Tutoring Programme (NTP).
Our Partnerships team works with governments and universities to widen access to higher education and improve STEM education, and manages partnerships with programmes at top global universities including Yale, MIT, and Oxford.
We are fully audited and accredited by the Recruitment and Employment Confederation (REC). This offers the highest quality assurance and recognises we adhere to best practice recruitment procedures, maintaining child safety as our priority.
We are recommended to schools across Wales by the National Procurement Service (NPS) recruitment framework and to schools across England by the Department for Education (DfE)’s recruitment framework.
01554 777749 (Llanelli)
02920 697129 (Cardiff)
0117 203 4000 (Bristol)
[email protected]
Current vacancies include:
- Teachers of all disciplines and key stages
- Tutors of all disciplines and key stages
- Learning Support Assistants
- Regional Manager (North Wales)
- Trainee Recruitment Consultants (multiple vacancies across Wales)
- Tutor Engagement Lead
- Digital Communities Project Manager
- Regional Managers (multiple vacancies in England)
- Head of School Leadership Recruitment
- Head of International School Recruitment
- Head of edtech Recruitment | 2011 | Privately Held | 38 | |
7 | Human Resources | Warrington | McCarthy Recruitment have recently been named as the 1st Best place to work in the UK (Small Category) and 2nd Best place to work in Europe (Under 50s Category) by Great Place to Work® as well as being accredited with Investors in People Gold. We were also delighted to emerge as the highest placed recruitment firm in both competitions!
McCarthy Recruitment is a multi-award winning behavioural leadership recruitment consultancy with its Head Office in the North West. We specialise in management positions across many sectors from Fashion and DIY Retail to Manufacturing and Marketing roles, and are proud to say that our team is made up of people with real hands on experience of leadership and behavioural management with a combined 140+ years’ experience in our sectors, so when we say we understand your challenges, we really mean it!
We take that experience and link it with our devotion to deliver the very best candidates in the market place regardless of the size of business. We offer this truly bespoke, yet transparent, recruitment solution for any retail business of any size, visit www.mccarthyrecruitment.com to see more details on our packages or contact us directly on 0161 828 8726 and ask for Kate or Ian.
Our candidates also notice our difference straight away, when we talk about the McCarthy Difference its born from how we work with our candidates as much as with our clients, both equally as important as each other to us. We achieve ratios of 1:3 candidate placements through really getting to know our candidates career aspirations and ensuring they go forwards for the roles that most meet those needs, if we put a candidate forwards, it’s because we are confident that it is the best role for that person, not to make up numbers.
We are always keen on hearing from recruitment professionals who want to share best practice and develop new innovative ways of working together. | 2005 | Privately Held | 37 | |
8 | Human Resources | Barcelona, Catalonia | Winid is a game-changer that put TALENT SOURCING in the heart of its business model.
We firmly believe that talented people are the crucial element for the success of organizations. We understand it as Augmented Talent by putting technology and AI at the service of people.
We aim to reach excellence in attracting, training, and equipped the finest talent sourcers in Europe.
To achieve this goal, we have:
• Developed a, always in movement, collaborative ecosystem in Talent Acquisition Tech solutions, to lead innovation: Programmatic recruitment, virtual assessments, AI-powered chatbot…etc
• Launched Lektio® in 2019, as a unique Talent Acquisition Academy to train the recruiters of tomorrow. Lektio is currently delivering Bachelor and Master Degrees in Talent Acquisition in France.
We offer expertise and quality, with rapid access to high impact professionals, through a suite of Talent Acquisition services articulated around two poles:
• Executive Search (Leadership recruitment, benchmarking market maps, and management audit).
• Talent Acquisition Advisory: Zero vacancy advisory, RPO, Young Talent programs, virtual assessments, and Talent Acquisition training courses (Lektio®).
We deliver in all Europe and Northern Africa, and operates out of 7 locations with 4 sourcing centers spread between France and Spain with a team of 90 Associates.
Winid is a new vehicle of Talentpeople, leader in France in Talent Acquisition Services. Talentpeople is fully own by the Ergalis Group (+300M€ Rev. +500 associates).
Winid started his operation in Spain & Portugal in January 2021.
Executive Search | RPO | Global Talent Sourcing | Talent Acquisition Optimization | Talent Tech Advisory | Management Appraisal | Leadership Assessment | |Headhunting Recruiting | Talent
#yeswespot #borntosource | 2021 | Privately Held | 35 | |
9 | Human Resources | Irvine, CA | Sixteen years ago, Brad and Lucy Pantoskey created a nurse leadership recruitment company that would not only provide the healthcare industry with top-notch healthcare leaders, but would do so while providing support and empowerment to nurse leaders dedicating their lives to serving others. At The First String, our priority is to build strong relationships and advocate for nurse leaders, healthcare executives, directors and managers. We work as an extension of the hospitals to assist in finding the right healthcare leader at the right time, giving them the opportunity to deliver outstanding patient experiences and outcomes.
In 2015, The First String joined the AMN Healthcare family, expanding not only our team, but also providing more efficient services and growing our candidate and client networks. This acquisition allowed The First String to gain strong partnerships in the industry alongside sister companies like B.E. Smith, Merritt Hawkins, Phillips DiPisa and many others. In 2018, we had the privilege of adding Leaders For Today to the AMN Healthcare family which allowed The First String to collaborate strongly and closely with LFT to increase efficiencies and opportunities for even more healthcare leaders. | 2002 | Public Company | 32 | |
10 | Human Resources | London, England | Anderson Quigley brings together decades of knowledge and experience in executive search, interim management and advisory services. Driven by our values, we bring our expertise to bear for organisations that focus on society and social development, delivering leadership recruitment in education, healthcare, charities and government. | - | Privately Held | 28 |
Leadership Recruitment
Summary
- 43 Companies
- 0 Patents
- 0 Use Cases
- 7 Case Studies
- 9 Science Papers
- Total Funding
Companies
Assignees
Science
Data limited by 2021
Top 10 cited papers
| # | Paper Title | Paper Abstract | Authors | Fields of Study | Year | Citation Count |
|---|---|---|---|---|---|---|
1 | Leadership Recruitment Patterns in the Japanese House of Representatives: General Elections 1-30, 1890-1963 | Efforts are made in the article to examine the process of leadership recruitment in the Japanese House of Representatives in the first 74 years of the Japanese Diet, that is since its inception in 1890, through the use of canonical analysis. The central question concerns what it takes to be a leader in the Diet, such as a cabinet member, for example. Major findings include: (1) the recruitment process has become more "structured" over the years; (2) gerontocracy continues to prevail in the Diet; (3) the younger a Diet member enters politics, the better the chance he or she has of being recruited into a leadership position; (4) other important variables in the process include party identification, occupation, and travel overseas; and (5) the pattern of changes in the "structure of opportunities" for leadership in the Diet reflects the nature of the political path Japan has followed during the 74-year period. Thus, political leaders cannot be separated from the "transformation of need" in their society. | Political Science | 1988 | 2 | |
2 | Changing Patterns of Leadership Recruitment and the Emergence of the Professional Politician in Philippine Local Politics Re-examined : An Aspect of Political Development and Decay | This article is a study of leadership recruitment patterns in Philippine local politics with a focus on the extent of leadership professionalization as well as on socioeconomic and occupational backgrounds of local executives at the town level. It argues that certain patterns which had not been identified before martial law have emerged in the post-martial law period. Among the major findings are the following: those who are related to the prewar leading families are still highly represented among mayors, although those who are not related to such families continue to enter into political leadership; mayors' family backgrounds no longer have a strong bearing on their present socioecon.omic status; businessmen and lawyers are the largest groups among mayors in terms of their occupation; the majority of mayors are elected without political apprenticeship; and there is little evidence that they will give up their other occupations in order to professionalize local leadership. The paper also tries to explain why these patterns have emerged and discusses their implications. | History, Political Science | 1998 | 1 | |
3 | Leadership Recruitment at the Department of Population and Civil Registration of North Sumatra Province | The aims of this study is to find out Leadership Recruitment at the Department of Population and Civil Registration of North Sumatra Province. This study use qualitative research method. Based on the results that determine the success of the recruitment of the head of the population and civil service, it begins with the stages that have been determined by the selection committee and assessed by the committee of the performance appraisal team, each of which has had the requirements determined by the regulations of the domestic ministry. The requirements that must be met by prospective candidates are in the form of performance competence, education and rank of positions that have met the requirements.determining the success of the recruitment of the head of the population and civil registry office based on the results of the auction of the selection committee team and the performance appraisal team, who is the candidate who passes the interview selection and the explanation of the paper that has been made by each candidate and the highest ranking score will be the winner for the candidate candidate and will be the head of the population and civil registry office. | Political Science | 2021 | 1 | |
4 | Seventh-day Adventist Leadership Recruitment and Training Program for Basarwa in Botswana, Africa | SEVENTH-DAY ADVENTIST LEADERSHIP RECRUITMENT AND TRAINING PROGRAM FOR BASARWA IN BOTSWANA, AFRICA | Political Science, Environmental Science | 2010 | 1 | |
5 | Leadership Recruitment by Private Work Agencies : A Case Study Assessing Knowledge of Leadership Traits | This thesis investigates the leadership recruitment of private work agencies, a sector that has grown significantly in Sweden over the past two decades. Through interviews with leadership recruiters in three firms, desirable and undesirable destructive leadership traits were investigated and the question was addressed of how leadership traits are identified and assessed by recruiters. A distinction was made between desired and undesired leadership traits, both tacit and explicit, and a special focus was given to destructive traits. The results and analysis demonstrated that although there seemed to be a general coherence about the desirability of managerial and intellectual leadership traits, there was no coherence in terms of how to assess undesired destructive leadership traits. Moving beyond the wide categories of managerial and intellectual, an in-depth analysis also showed the existence of an incoherent body of tacit knowledge of desirable leadership traits involved in the recruitment process. The results of the study raised the question whether leadership recruitment could be made more explicit, coherent, and efficient or whether it is inherently difficult and perhaps not relevant to classify leadership traits systematically. | Political Science | 2012 | 0 | |
6 | Leadership Recruitment Process and Dearth of Good Governance in Nigeria: A Perspective of Flag Bearers Selection among Political Parties | Indisputably, entrenchment of good governance depends on good leadership. Since leaders have a lot of roles to play in setting of the visions of a state, particularly in a democratic system like ours, Nigeria, the recruitment processes of the leaders must been given the appropriate assiduity and transparency it requires. The main thrust of this study, therefore, is to examine the debacles surrounding leadership recruitment processes in Nigeria which the study relates to certain factors that have devoured the processes, such as corruption, tribalism, nepotism, mediocrity and godfatherism. To achieve the objectives of the study, the study adopted descriptive and analytical research methodology, which means that data were collected from Secondary sources such as books, government official documents, journals, internet materials, among others. Elite and Capture theories were adopted as its theoretical framework since both theories deal with ways in which tiny minority group out of the larger community outwit the larger community and directly control the affairs of the community, hence, the capture of the leadership of the community. The study finds it necessary to suggest appropriate measures to install good governance through diligent recruitment processes and to eliminate all forms of anti-leadership vices, such as corruption, godfatherism, etc. The study, therefore, advocates the adoption of the “Not-TooYoung-To-Run” legislative enactment in Nigeria and total elimination of anti-recruitment vices that have bedevilled the country’s democratic system over the years in order to create a level ground for all to participate in the political process. | 2020 | 0 | ||
7 | Political Parties, Party System and Leadership Recruitment in Nigeria Since Independence in 1960 | This paper is based on political parties, party system and political leadership recruitment in Nigeria since independence. The objective of the paper is to trace the political history of Nigeria from independence particularly in the area of political leadership recruitment, outline the failures recorded so far and make suggestions for improvement through appropriate reforms by Nigerian political parties. It elucidates on the important roles of political parties and the relevance of party system in political leadership recruitment in a democratic political system. It espouses such concepts as political parties, party system, political ideology, political culture and political maturity in relation to political leadership recruitment and formation of governments in a democracy. It adopts historical and sociological approach to capture and chronicle the various attempts made by Nigerian political parties in recruiting credible political leaders for the formation of governments and the many times they have failed in the process from the first republic in 1960 to the fourth republic in 2015. It observes to date that inter-and intra-party crisis is yet to come to an end and more than any other reasons, has gone a long way to affect the functions and responsibilities of political parties as veritable tools for political leadership recruitment. In view of the above, the paper suggests some reforms which if carried out, may strengthen Nigerian political parties as veritable tools for effective political leadership recruitment. | Political Science | 2016 | 0 | |
8 | Richards S. Peters' Concept of Education and the Educated Man: Implications for Leadership Recruitment in Nigeria | This paper examines Richards S. Peter’s concept of education and the educated man as a template for leadership recruitment in Nigeria. The purpose is to determine the extent to which ascension into political leadership positions in Nigeria conforms to such conception especially against the background of the general belief that greatness of a nation is a product of its educational attainment. However, the paper through content analyses observes that political leadership in Nigeria from independence up to the present has fallen short of the criteria of education and the marks of an educated man. Hence, the manifest relegation of the concept and what it stands for. The paper concludes that the observance of these criteria in breach rather than in compliance inadvertently foregrounds godfatherism in political participation while serving as precursor to the various absurdities confronting the country. To achieve the objectives of this paper, it is hereby recommended that leadership recruitment is a challenge and should be for the truly educated as prescribed by R. S. Peters. Keywords: Richards S. Peters, Education, Educated Man, Leadership, Nigeria. | Sociology, Education | 2014 | 0 | |
9 | Social Cleavage, Political Division and Local Political Leadership Recruitment | Two major approaches to political leadership recruitment - one concentrating on the role of structural political variables and features of the incumbent elite and the other on the socioeconomic attributes of contenders and aspirants - are confronted. It is proposed that the core of the dispute between the two approaches lies in differing conceptions regarding the nature of the link between social and political divisions; the nature of this relationship is explored. Using Janda's (1980) measures for the social composition of party support, three modes of the relationship between social and political divisions are discerned and defined as non-structural, uni-structural and bi- or multi-structural parties. Each type is examined for its implications on the processes of local political leadership recruitment. The findings lend support to the two major hypotheses: (a) when political divisions are not based on social divisions, political variables are more useful in explaining political leadership recruitment; and (b) when political divisions are based on social divisions, socioeconomic variables explain more variance in leadership recruitment. | Sociology, Political Science, Economics | 1993 | 0 |
Top 10 cited authors
| # | Author | Papers count | Citation Count |
|---|---|---|---|
1 | 1 | 70 | |
2 | 2 | 31 | |
3 | 1 | 30 | |
4 | 1 | 30 | |
5 | 2 | 20 | |
6 | 2 | 20 | |
7 | 1 | 17 | |
8 | 1 | 15 | |
9 | 1 | 14 | |
10 | 1 | 14 |
Science papers by Year
Clinical Trials
- Researches Count 0
- Ongoing Studies 0
- Total Enrollment
Case Studies
| # | Title | Description | Year | Source Ranking | |
|---|---|---|---|---|---|
1 | LEADERSHIP RECRUITMENT BY PRIVATE WORK AGENCIES | by ED Geronimo · 2012 — Abstract. This thesis investigates the leadership recruitment of private work agencies, a sector that has grown significantly in Sweden over the past two ... | yes | 2012 | |
2 | Cowen Case Study | Case Study,Leadership,Recruitment ... | When planing assessments you need to be aware of some key factors so you're assessment is relevant and fair to your students. Be aware of what y. | no | ||
3 | Cowen Case Study | Case Study,Leadership,Recruitment, | 100 ... | Orientated in the financial sector, SG Cowen constituted a hiring approach containing diverse steps with methods, approaches and decision criteria. To asses the ...(function(){var frtImages=true;var eid='z9PoV';(function(){var a=frtImages,b=Date.now();if(google.timers&&google.timers.load.t){var c=window.innerHeight||document.documentElement.clientHeight,d=0;if(eid){var e=document.getElementById(eid);e&&(d=Math.floor(e.getBoundingClientRect().top+window.pageYOffset))}google.tick("load","frt",b);d&&(google.c.e("load","frtp",String(d)),google.c.e("load","wh",String(Math.floor(c))));for(var f=d>=c,g=document.getElementsByTagName("img"),h=0,k=void 0;k=g[h++];)google.c.setup(k,a,d);google.c.frt=!1;f&&google.c.ubr(!1,b,d)};}).call(this);})(); | no | ||
4 | Cowen Case Study | Case Study,Leadership,Recruitment, | Indismm ... | Orientated in the financial sector, SG Cowen constituted a hiring approach containing diverse steps with methods, approaches and decision criteria. To asses the ... | no | ||
5 | Digital Leadership Recruitment: Bugaboo Case Study | Princedale Partners is delighted to publish our recent digital leadership recruitment case study, where we recruited two new European digital leaders. | no | ||
6 | Leadership Development Recruitment Case Study | This Leadership Development recruitment project supported the development needs of the Managing and Senior Consultants responsible for the recruitment team. | no | ||
7 | Recruitment and Leadership Case Study - Capability ... | Development Strategy. Outcome Sales improvement. New General Manager recruited and successfully embedded. Development program in place to support team ... | no |
Experts
| # | Name | Description | Followers | Following | Location |
|---|---|---|---|---|---|
1 | Armstrong Lloyd | Digital Marketing, Creative, Marketing and leadership Recruitment for London and the South East. | 3 543 | 3 195 | South East, England |
2 | Green Park | Europe’s fastest growing supplier of leadership recruitment and D&I consultancy services across the Private, Public and Third sectors. | 3 528 | 1 427 | London, UK |
3 | ChapmanBlack | International Recruitment Consultancy. We're champions in the areas of Executive and Leadership recruitment. | 1 858 | 743 | London, England |
4 | Satis Education | We are an ethical business offering executive leadership recruitment and consultancy services to the education sector, provided by people who care. | 1 256 | 1 491 | United Kingdom |
Youtube Channels
| # | Name | Description | Reg Date | Views | Country |
|---|---|---|---|---|---|
1 | Training, information and blog videos from M R Dynamics. On teamwork, leadership, recruitment, Insights Discovery and Carl G Jung. | Sun, 12 Jan 2014 | 53 981 |