CLOSE
MENU

People stand at the heart of business strategy and execution, and the management of talents has become the burning issue of business leaders.

We think the traditional Search firms “one size fits all” transactional model provides only a limited answer to the growing scarcity of key skills and key people.

We believe key executives now ask for advisors that are quick on their feet and have a global take on all their talent issues, both internal and external, equally dealing with acquisition, development and retention.

Our role, simply put, is to reveal talents.

How we work

At RTA, we do not oppose Senior Consultants -in charge of business development and client relationship- with junior researchers actually doing the search. We believe our credibility lies in knowing both sides. Thus:

  • Senior consultants do all their own work. Research, candidate relationship, client relationship.
  • All missions are followed by two consultants: one leading the project, one support.

We are a niche player, and our model has little leverage. But we intimately know our markets, candidates and clients.

What we do

Our client services can take the following forms :

Cx0 level

  • Executive Search,
  • Confidential Market mapping,
  • Top management “stress test” (benchmarking the internal candidates with the best in the market),
  • Succession Planning,

Enterprise level

  • Audit & Advisory,
  • Benchmarks (compensation & organization),
  • “Route to the top” best pratice analysis,
  • Talent funnel (on a yearly basis, a dynamic market survey for new talents in specific positions, presented on a rolling basis),
  • “Counter-factual” shortlist (audit of the current skill sets in your organization versus the business challenges & the talent market).

What we believe in

We believe...

  • in being small and global,
  • our core business and only assets are client relationships,
  • candidates are also our clients,
  • talent advisory goes beyond search,
  • a discussion about talent is a discussion about business strategy,
  • in working for a limited number of selected clients,
  • in acting as career advisors to our candidates.

Remora

The remora fish is a short and not particularly pretty fish, but also a fearless and rather nimble one.

It attaches itself to large sharks, rays and whales, and much like the pilot fish, has a symbiotic and mutually beneficial relationship with its host.

West Indies aborigines called the remoras their “hunting fishes”. They used them by attaching a line to their tails; the remora would swim off and attach itself to a large fish or sea turtle, which would then be pulled in by the fishermen.

Remora is named after the remora fish because we think a small fish can help much bigger ones, provided it is agile and smart.

The fact we love scuba diving also helped, as did the symbolism in Chinese (the character for fish, yu, is pronounced the same as the character for “abundance”).

The Team

Paul BELLORINI
biography

portrait paul BELLORINI

Caroline VILLA
biography

portrait Caroline ?

Simon MAJOULET
biography

portrait Simon MAJOULET

Olivier de GUENYVEAU
biography

portrait Olivier de GUENYVEAU

Auxence DENIS
biography

portrait Auxence DENIS

Sébastien SANZ
biography

portrait Sébastien SANZ

linkedin

Paul BELLORINI

Paul has 15 years of search experience, gained at top executive level with Heidrick & Struggles and for a boutique search firm in Paris.

Paul has demonstrable expertise in Luxury / Retail, and in the Insurance sector, serving major international clients. He also addresses Digital transformation and Omnichannel talent issues for his clients.

Most of Paul’s work on top executive searches has been done on global assignments. Addressing a global talent pool, he has placed candidates in the Middle-East, China, Southeast Asia, Australia, Japan, Argentina, etc. He has an extensive personal international experience, having lived for 15 years in Asia and the Middle East.

Paul graduated from Dauphine University and from the Universidad del Salvador in Buenos Aires. He is trilingual in French, English and Spanish.

linkedin

Caroline VILLA

A French Parisian based in London for more than 15 years, Caroline has an extensive background in marketing, CRM, digital and e-commerce. Caroline held various senior positions at Ralph Lauren and Net-a-Porter, as well as with retail & online family businesses, where her scope also included partnerships, social media, brand content and visual merchandising.

Prior to that, she was a consultant at McKinsey & Co in Paris and a commercial manager at BskyB.

Caroline specializes in marketing and digital executive positions in London and Paris and brings a strong operational knowledge to her assignments for online, retail businesses and consumer industries. She also carries out consulting missions related to talent management and HR organizational effectiveness.

Caroline graduated from HEC Paris (H.00) and is bilingual in English and French.

linkedin

Simon MAJOULET

Simon has 20 years of search experience, gained at top executive level (including 5 years for Heidrick & Struggles) and for boutique search firms. He also created and managed Vaience in the early 2000s (a search firm based in the Silicon Valley and dedicated to blue chip US companies). His main focus has always been on Digital and Technology, and he works mostly for Venture Capital Funds and fast-growing digital or software companies.

Prior to his search experience, Simon worked several years for an international media agency, NOA, for long term assignments in Africa (Ethiopia, Angola and Tanzania), South America (Argentina and Mexico), Kazakhstan, etc.

Simon graduated from IEP Paris, Dauphine University, and Cambridge University (MPhil in International Economics, with a Foreign Office Jean Monnet scholarship). He is bilingual in French and English.

linkedin

Olivier de GUENYVEAU

Olivier has 7 years of search experience gained in Heidrick & Struggles’ Paris office, and then as a freelance consultant. His main focus in on the French Tech and his current work also involves serving Private Equity firms on their portfolio critical recruitments.

Prior to joining Heidrick & Struggles, Olivier was a Senior Financial Auditor at Mazars.

He has a solid knowledge of South-East Asia, having lived in Cambodia and travelled extensively in the region.

Olivier holds a Master's degree from the Audencia Management School in Nantes, France. He also studied Venture Capital at the Fisher College of Business of Ohio State University.

Olivier is fluent in English and French.

linkedin

Sébastien SANZ

Sébastien brings 15 years in search experience gained with two boutique search firms he created and managed (Vaience, based in Silicon Valley and Ayova, based in Madrid). His main focus has always been on Technology, Telecomunications and fast-growing digital companies. He has a very strong knowledge of the Spanish ecosystem as he has been living in Madrid for many years. Prior to his search experience he worked for Altran as a Business Director in France and Spain, and as a Senior Management Consultant for long term assignments in Orange Spain.

Sébastien is a graduate from Toulouse Business School (France) and Ecole Centrale Paris (France). He is bilingual in French and Spanish, and speaks fluent English.

The rta search methodology

  1. Analyzing
  2. Identifying
  3. Approaching
  4. Assessing
  5. Selecting
  6. Closing
  7. Integrating
analyzing

WORKING WITH THE CLIENT

  • taking the brief
  • writing the position specifications
  • defining the key factors for success
  • defining the search strategy
  • evaluating the mission difficulty

THE COMMITMENT / THE CONSULTANT WORK

  • understand the sector and industry trends
  • understand the organization and position perimeter
  • clarify the business & talent issues specifically involved
  • define the “key factors for success”, the top five requirements upon which candidates will be assessed
  • define the target space
  • assess transparently the mission difficulty
identifying

WORKING WITH THE CLIENT

  • establishing the full list of potential candidates (long list)
  • validating with the client

THE COMMITMENT / THE CONSULTANT WORK

  • spell out the target companies’ organizations
  • list potential candidates active in the target space
  • gather preliminary information on each profile
  • evaluate attractiveness and potential hit rate
approaching

WORKING WITH THE CLIENT

  • contacting the long listed candidates
  • feedback & readjustment with the client

THE COMMITMENT / THE CONSULTANT WORK

  • tell the story; articulating a position as a coherent, detailed description with a heavy business leaning and intimate client knowledge
  • tell the whole story; the ability to best represent the client’s brand while being scrupulously transparent about the reality of the position
  • preliminary assessment of key competences
assessing

WORKING WITH THE CLIENT

  • meeting and evaluating candidates in person
  • writing assessment summaries
  • selecting a shortlist

THE COMMITMENT / THE CONSULTANT WORK

  • understand, challenge, unspin candidates’ narratives
  • transcribe it in short, meaningful reports underlining the relative key strengths and weaknesses of candidates versus the position considered
  • benchmark all the candidates considered as factually as possible on the KFS established
selecting

WORKING WITH THE CLIENT

  • helping the client benchmark the shortlist during the internal selection process
  • guidance until the final decision

THE COMMITMENT / THE CONSULTANT WORK

  • understand the internal context/constraints, how decisions are taken, guide and adjust perceptions and personal fit
  • advise / formulate opinions and defend them, with the practical end result in sight
  • continue the trust building and best representation of the client’s brand with the candidates involved
closing

WORKING WITH THE CLIENT

  • helping the client formulate and close the deal

THE COMMITMENT / THE CONSULTANT WORK

  • classic go-between role to iron out the terms
integrating

WORKING WITH THE CLIENT

  • following up of both sides during the first six months of employment

THE COMMITMENT / THE CONSULTANT WORK

  • monitor & align the expectations and potential perception gaps over the first six months of employment

News

Remora has partnered with the Choiseul Institute and Le Figaro Magazine since 2014 to publish the yearly study “Choiseul 100; the economic leaders for tomorrow”, a ranking of the top 100 French business leaders under 40 years old. We drafted the methodology, thanks to some previous work for the “Forum of Young Global Leaders”, and we assist the assessment process.

The full editions can be found here : Choiseul 100 or directly on lefigaro.fr

Other contributions include ;

公司简介

雷莫拉人才咨询公司是一家致力于为国际企业提供高级人才及相关咨询服务的专业猎头公司. 作为猎头顾问，我们帮助委托企业在市场上物色和吸引优秀的职业人才.

作为顾问，我们的服务不仅涵盖为委托客户搜寻专业人才，我们还帮客户培养，奖励和留住主要高管人才，帮助客户用行业最佳做法对他们的企业进行评估.

雷莫拉人才咨询公司是由都具有国际顶级猎头经验的西蒙-马儒来先生 (Simon Majoulet) 和保罗-波洛里尼先生(Paul Bellorini) 携手创立.

公司采用从知名猎头公司学来的业内一流的咨询方法，如海德思哲国际咨询公司(Heidrick & Struggles)，并兼有小公司的灵活性, 驱动性和有效性.

我们协助国际公司满足其不断增长的亚洲市场，以及中国公司在其全球发展.

公司在法国和欧洲的奢侈品业，旅馆业，和技术领域拥有多年的经验，我们可以帮助中国客户公司在这些市场中找到合适的人来管理他们的企业.

针对客户的招聘计划，量体裁衣，制定相应的招聘项目，选择当地最好的懂中国成功企业的重要文化价值(诚信，责任，团队合作精神)的人才.

我们公司注册成立于香港，并在该市开展经营活动，业务伙伴遍及上海，北京和新加坡. 公司总部设在巴黎.

Contact Us !

contact@remora-talent.com