Andrea Jung

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RTA methodology

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About us

We are a boutique executive search and talent advisory firm.

We work with business pioneers, fast moving tech unicorns, highly respected corporates, and gritty small & mid-caps, in EMEA and APAC.

We do things differently, with a senior team of search professionals and former executives, always working in pairs.

We solve talent issues, be it acquisition, assessment, development and retention. 

    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).
    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 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.

      The team

      The team

      The RTA search methodology

      1 - 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

      2 - 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

      3 - Approaching

      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

      4 - 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

      5 - 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

      6 - 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

      7 - 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

      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 Mandarin (the character for fish, yu, is pronounced the same as the character for “abundance”).

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