Burford Jones Executive Search

Queen Anne House, Bridge Road, Bagshot, Surrey, GU19 5AT Tel: +44 01276 536453 Email: [email protected] Website: www.burfordjones.com

Burford Jones

“Connecting talent to business leadership”

Executive Search & Selection

Burford Jones recognises that today’s leaders are expected to maximise their organisations performance, drive innovation and meet the rising expectations of a range of stakeholders. Our services help leaders meet those challenges by creating highly effective boards and leadership teams and building strong future talent pipelines. Identifying and attracting exceptional talent requires a thorough understanding of a wide cross section of industries and functional roles, extensive access to senior executives with exceptional judgement and selection methods. At Burford Jones we are leading innovators in executive search practice, challenging the traditional methodologies and fee structures. Privately owned, we aspire to be the adviser of choice among organisations seeking guidance and counsel on senior leadership needs. We work with clients across a range of industries, from the world’s largest companies to medium-sized businesses, entrepreneurial start-ups and non-profit organisations. Functional Practices In the environment in which organisations now operate, traditional functional leadership roles are evolving and new ones are emerging: Functional leaders, whatever their domain, are expected to act as true strategic advisers and partners to the CEO. The consultants in our functional practices help our clients build strong leadership teams to navigate these new challenges. Boards Supply chain & Logistics Human Resources Communications & Public Affairs Chief Information Officer (CIO) Project Management Legal, Regulatory & Compliance Technology Chief Marketing Officers Operations


Industry Practices Digital transformation, new business models and rapidly changing markets are redefining—and often dissolving—long-established boundaries between industries. Our industry experts are devoted to helping boards and CEOs make sense of these changes and creating leadership, succession and development strategies to seize the opportunities and avoid the pitfalls that come with these dramatic developments.

Success Orientated Fixed and Transparent (SOFT) Fee Policy Burford Jones differs from our peers in relation to the manner and principle of our fee policy. With a much more equitable fee structure that aligns our strategic values with our clients by being holistically success orientated, we are able to dispense with the traditionally accepted fee policies intrinsic to executive search practice. Our policy on initial engagement fees is focussed on a flat fee which is assessed on the actual work and time input required for each individual assignment rather than an arbitrary percentage fee. The traditional three stage fee policy is further and radically shifted through a focus on achieving a successful assignment outcome which provides clients with a motivated resource partner whose remuneration is much more aligned to the ultimate aim of selecting the appropriate talent to aid their business success and create a win/win strategic partnership. Our clients will pay 50% less compared to our typical peers’ fee structures at the usual shortlist stage of a search assignment.

Industrial Practice

Consumer Practice

Practice

Consumer products Marketing & advertising Media & entertainment

Retail & luxury goods Sports Travel

Hospitality & travel Digital

Automotive Aviation, aerospace & defence

Chemicals, pharmaceutical & process Diverse manufacturing

Energy & utilities Infrastructure & construction

Logistics & transport Mining, mineral & metals

Technology Practice

Telecommunications Digital

Systems & software Mobile devices

Apps Security

Semiconductors Cloud


The Burford Jones search and talent assessment process Our team has nearly 30 years of time honoured experience and practice with our hallmarked processes which have come to define our relentless approach to ‘getting it right – first time’. The following six stage process applies to every single assignment and its integrity is vindicated by our success. Key factors of workplace and business leadership performance underpin our talent assessment tool; Competencies – Business insight, resourcefulness, innovation, courage, strategic mindset, skills Experiences – Crisis management, functional experiences, change management, turnarounds, finance Traits – Inherent tendencies, attitude to risk, logic, assertiveness, intellectual capacity, reasoning Motives – Values, status, structure, independence, life balance, challenge, interests

1. Define role requirements

•Company culture

•Job specific analysis

•Leadership qualities

•Diversity

2. Develop quality candidate pool

•Applicant tracking

•Candidate intimacy

•Talent communities

•Research

•Social media

3. Candidate screening

•Achievemnets

•Reference validation

•Career history

•Resume

•Industry/functional fit

We strive to know all we can about your organisation to gain deep insight into what kind of leader will be most effective for you. We work with you to pinpoint the ideal competencies, personality traits, and behavioural characteristics. Indeed, an important part of our role is helping you rethink the very concept of “ideal candidate.” As we work with you to develop candidate profiles, we help you weigh not only the challenges of the role, but also your strategic objectives and the corresponding opportunities to enhance diversity and inclusion.

With the objective well defined, our consultants personally and confidentially engage their local and global relationships to identify candidates prepared to meet your needs and connect you to highly diverse talent pools. They are also supported by a dedicated team of researchers who simultaneously run your requirements through relevant segments of our database, which is continually refreshed and tracks top executive and director talent worldwide.

We approach the best qualified candidates personally, quietly, discretely. Our experience, seniority, and the genuine care we show candidates conveys that we are peers, prepared to offer them valuable insights as well as objective, honest advice. Through this rigorous process, we examine candidates who appear to be a potential match, analysing critical incidents in their careers for insights into how they might navigate the challenges to be faced in your targeted role.


4. Shortlist compilation &

assessment

•Burford Jones Interview

•Education validation

•Competencies

•Traits & behaviours

•Drivers/thinking style

•Experiences

•Business simulation

•Learning agility

5. Executive feedback

•Debriefing

•Offer & negotiation

•Release runners up

•Close the search

•Manage transition

6. Post hiring support

•Alert existing team

•Personal introductions

•Ease first day anxieties

•Follow up evaluation

As we delve deeper with interested, well-qualified candidates, we conduct interviews grounded in our competency and behavioural analysis model which methodically surface their capabilities, personal tendencies, gain penetrating insights into their ability to perform, and assess how they would integrate into your organisation and culture, whilst also asking to envisage themselves in the role, helping to gauge their fit on a personal, behavioural, professional, and cultural level.

Our consultants take time gaining intimate understanding of candidate’s requirements and concerns so as the search progresses into the hiring phase, we are thoroughly prepared to serve as problem solvers and facilitators. We work as trusted advisors to both client and candidate, expertly facilitating a successful hiring negotiation. Our SOFT fee policy assures that we can play this vital yet sensitive role with no conflict of interest. We work tirelessly to help you attract top talent, proactively building diverse talent pools that are fully prepared to fulfil your strategic business objectives.

It is estimated that executives who are subject to a structured onboarding process are 69% more likely to stay with their organisation after three years. Whilst we offer a full onboarding service, we believe there are important aspects that should form part of our search process even after the hire is complete to safeguard your investment. It is important the executive is made to feel integrated from day one and both the ‘big things’ and the ‘little things’ matter. The trajectory of a new hires success is set as early as the first two weeks so we help make this as successful as possible.

Burford Jones Executive Search

Recruiting & HR

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