Expertise

Industries & Business Sectors

Functions & Roles

Industries & Business Sectors

areas of our expertise

Industry features and Challenges

Financial institutions will count on technology more than ever to handle the increasing complexities of business with a minimum of staff, to satisfy customers’ need for convenience and to abide by increasingly complex regulatory rules. On the other hand, big data, bio-metrics and mobile payments are among trends impacting the financial services industry. Marketing’s big data boost, mobile payments explosion, locking down customer data, marrying data from disparate systems are now some of the core characteristics of financial services.

Another challenge in this sector is mergers and acquisitions that resulted to shrinking the number of banks and financial institutions, while integration is still an issue. Compliance gets an increasingly role in financial operations; financial institutions need to be more proactive than reactive in determining when they can legally initiate a foreclosure or making other decisions with potential regulatory implications.

Financial institutions are shifting from the traditional product focus to a more client-centric strategy. Although most of them have virtually identical products, their customers are obviously distinct and, hence, offer these firms a pathway for differentiation. Institutions that cultivate a deep knowledge of their customers can tailor offers to individuals in a timely manner based on activity in their accounts and lifestyle changes or choices; the customer is core. What’s more, greater marketing precision can direct banks’ spending more efficiently and help control costs.

In a few words, customer centricity, clear and consistent focus, executional excellence, smart partnering, new and mobile technologies, risk management and ruthless performance management influence operational performance, provide a huge immediate advantage and are essential to long-term success in today’s low-growth, low-margin environment.

 

PfB added value and Expertise

In this changing environment, PfB supports financial institutions to attract, develop and retain the talent that will move them forward; we understand the importance of making sure your business has a steady pipeline of the right people, as the role of financial executives is changing, expanding, and becoming more complex. Integrity, ethics, transparency, deep knowledge of modern technology and efficiency are increasingly demanding by financial experts.

Our team is specialized into respective business sectors, being:

 Asset Management
Retail and Corporate Banking
Investment Services
Risk Management
Private Equity
Transaction Services
Electronic Trading
Insurance

Our practice includes recruiting of and retaining outstanding experts, who add value in consumer companies.

 

Industry features and Challenges

In today’s continually evolving digital era, leading IT and telecom corporations need to balance supporting the business’s current operations with bringing in new perspectives and emerging technologies. Striking that balance means working and learning differently and fostering a next-generation workforce that can manage the old and new.

Many technology and telecom corporations are improving their ability to sense and to respond to emerging trends; they modernize legacy systems and delivery models. But even more than this, they really focus on understanding their executives: Who they have, what skills they bring, if they have sufficiently forward-thinking in their use of technology to lead the organization in innovation. Corporations need to consider the future IT expert’s new skill sets and behaviors; they must set policies that guide, govern and support executives’ evolving adoption of modern devices, applications, data and collaboration.

Modern corporations have been impacted by numerous technology trends, including the consumerization of IT, rising mobile adoption, cloud and big data, among others. The rapid pace of technological change brought about by these trends has challenged companies to transform and operating in ways that can help streamline and accelerate development projects.

In this context, technology corporations need to alter their approach to recruit new talent and to retain and develop the existing; they must shift to new concepts and focus on executives who can bring more to the job than just technical degrees and experience.

PfB added value and Expertise

In PfB we know how to support technology corporations to attract, retain and develop the talent that will drive the business, anticipate and adapt to changes in business demand and technology trends. We know that competences and skill sets of technology experts will be substantially different in the future and we have adapted the approaches to support companies to get to that point. Moreover, traditional credentials may not apply in this new world. Certifications and years of experience are irrelevant in nascent technologies. Accomplishments and hands-on capabilities, which may or may not be developed through traditional employment or academic avenues, may well trump credentials. A demonstrated propensity for and ability to learn new skills may become as important as one’s existing knowledge base.

Our team is specialized into these distinct business sectors, being:

Digital and Cloud Services
Systems and Devices
Software and Services
Telecom
Semiconductors
Mobile Applications
Contact Centers
Transactions Processing and Payments

Our practice includes recruiting of and retaining outstanding experts, who add value in technology companies.

Industry features and Challenges

Life science companies will continue to find new ways for decreasing costs, streamlining operations and improving value. Companies will maintain focus on therapies, technologies and investments that capitalize on their core business strengths, whether through partnerships or by divesting underperforming units. Commercialization and regulatory hurdles will remain a primary concern, particularly as generic and biologic drugs further penetrate world markets and governments and payers push for lower prices. A top priority for many life science companies is how to mitigate these challenges, while also proving the value of their therapies to payers and patients.

In short, industry consolidations, emerging markets expansion, innovative, orphan and specialty drugs, investment in R&D, big data and analytics, technology, globalization, supply chain agility and pricing pressures are some of the challenges this industry faces.

In this context, life sciences and health care companies compete globally for increasingly scarce technical and professional skills. Rapid expansion into new markets is challenging to build global workforce capabilities. In order to establish a robust talent pipeline, companies must understand skills gaps today and into the future; to identify where key skills are located, where they are going, and how to source or locate talent hubs; to investigate new skill pools; to recognize the length of time needed to develop key skill sets; to foster a culture that encourages continuous learning.

PfB added value and Expertise

Life sciences companies face an urgent need to hire and develop leaders at all levels which possess global fluency and flexibility, ability to innovate and inspire and have a deep understanding of the sector’s rapidly changing landscape. The challenge is to develop leadership pipelines that are global and deep, reaching every level of the organization. Tomorrow’s leaders must be able to quickly formulate and implement enterprise-wide responses to marketplace trends, aligning business objectives with the organization’s structure, culture, talent and competences.

PfB sets apart due to our deep industry knowledge and expertise in the following business sectors, being:

Pharmaceutical
Generics
Clinical Research
Diagnostics
Medical Devices
Medical Technology
Consumer Health

Our practice includes recruiting of and retaining outstanding experts, who add value in life science and healthcare companies.

Industry features and Challenges

Consumer companies face major challenges, due to slow or negative growth in people’s disposable income and due to changing consumer attitudes toward products and brands. Even where economies are starting to perform better, the squeeze on after-tax wages, especially for the middle class, younger people, and families, is depressing consumer spending. Continued weakness in consumer disposable income regardless of which way macro GNP uncertainties break is expected in the upcoming years. Meanwhile, what we call the great fragmentation is manifested in consumer behavior and market response. In both developed and emerging markets, there is a wider variety among consumers now than at any time in the recent past. Growth is evident both at the top of the market (where more consumers are spending for higher-quality food and other packaged goods) and at the lower end (where an increasing number of consumers are concentrating on value). But the traditional middle of the market is shrinking.

Consumer companies in response must dramatically shift the route they take to reach consumers in terms of distribution and communications. Actions such as building a comprehensive data set of sources on consumer, brand, product, and competitive behavior, developing analytical skills, tools, and routines that use the data in the ways that are critical for the specific business, translating those insights into actions at the product, brand, and retail level, planning the portfolio of brands and products to efficiently cover full market variety and using this as a lens for M&A plans, managing the expanding portfolio of retail channels to provide the right incentives, reflecting differences by channel in how consumers and retailers interact, managing the interactions between the retail channels and managing complexity rather than merely trying to minimize it, are more than required.

PfB added value and Expertise

In this changing environment, PfB supports consumer companies to attract, develop and retain fit-in talent. As global trends impact businesses, it’s required to have those people who drive top line growth and innovation across markets, channels, products, and customers, while managing tight bottom line fundamentals. We understand the importance of making sure your business has a steady pipeline of the right people to move your company forward and to lead now and in the future.

Our team is specialized into five distinct business sectors, being:

Fast Moving Consumer Goods
Luxury Goods
Retail
Media
Marketing Services and Advertising

Our practice includes recruiting of and retaining outstanding experts, who add value in consumer companies.

Industry features and Challenges

Travel, Hospitality and Leisure sector has been through major transformation recently. Global hotel investment continues to steadily increase, showing that the industry continues to gain momentum even in the face of accelerating geopolitical instability, health and other concerns. M&A come to accomplish this landscape; M&A activity overall and in the sector is driven by a desire for incremental growth, the strategic merit of transactions and the availability of debt and equity on favorable terms; the presence of these elements has fueled M&A in recent years. A number of “push” and “pull” factors drove the year-over-year increase in cross-border activity; major investments are of Asia origin.

M&A’s in the sector is a major factor leading to consolidation of third-party management companies, seeking to ensure operational excellence. Third-party management companies provide daily property and operational management services as well as year-round financial and accounting support for company owners, while marketing the brand through a franchise agreement. Improving fundamentals and increased access to capital have led investors to seek out this operational expertise to maximize investment on both newly acquired and existing assets.

The millennial generation has also increasingly impacted the lodging industry, calling into question products and offerings that have for decades been industry mainstays. Today’s emerging traveler, millennials and millennial-minded travelers, is more cost-conscious and experience-focused than ever before, whether traveling for business or leisure. To meet these changing demand preferences, hoteliers are seeking innovative alternatives to traditional lodging products.

Regarding new hotels, technology is by their side; in this competitive environment for new hotel brands may be better than ever thanks to technology integration within the industry, which has leveled the playing field. New entrants now coexist with long-established global players in an online world of transparent pricing, social media marketing and digital reputations.

But new advances in technology have also impact on the relationship between hospitality companies and clients. User-friendly, powerful smartphones and tablets are changing travelers’ online preferences and habits, redefining how they research, plan and book a trip. Empowered with more knowledge and social media, today’s traveler is pushing hotels and hospitality companies for improved products and services in their travel experience. From an ownership standpoint, advances in data analytics are transforming the hospitality industry with the potential to enhance corporate financial performance and offer detailed insight into customer preferences. As the use of mobile devices, social media and advanced analytics continues to proliferate and as online distribution channels become more accessible, technology has created new opportunities for companies to drive operating efficiencies and engage with travelers.

The way that hospitality companies recognize revenue is affected by the new financial principles, such as US GAAP, IFRS etc. As a result, hospitality companies around the globe will need to re-evaluate their policies and practices for recognizing revenue for arrangements associated with owned, managed and franchised properties.

Last but not least, certain tax issues must be carefully evaluated as an integral part of a company’s overall investment strategy.

PfB added value and Expertise

We support hospitality companies to attract, develop and retain fit-in talent. As global trends impact businesses, it’s required to have those people who drive top line growth and innovation across markets, channels, products, and customers, while managing tight bottom line fundamentals. We understand the importance of making sure your business has a steady pipeline of the right people to move your company forward and to lead now and in the future.

Our team is specialized into the following business sectors, being:

Hotel operators, owners and franchises

Restaurants and Coffee Chains
Car rental
Cruise lines
Tour operators
On line tour operators
Visitor attractions and leisure parks
Commercial airlines
Contract catering

Our practice includes recruiting of and retaining outstanding experts, who add value in hospitality companies.

Industry features and Challenges

The gathering strength of the industrial sector around the world seems to be one of the most positive trends, although the global economy and the recent recession. More productive and cost-efficient manufacturing techniques, increased M&A activity and some more relative factors primarily drove the sector’s newfound resurgence. Further growth is expected as the world demand for parts escalates from robust industries, such as airlines, automotive, energy, and building products.

On the other hand, industrial firms have realized that new digital technologies are not only best suited to consumer-oriented companies, but also fit to them. As a consequence, they are investing in digitization opportunities within their sales operations, as well, equipping their field sales teams with mobile devices and visual tools rather than printed brochures. These technologies are helping sales forces quickly configure products as customers require, while providing those customers with greater insight on prices and lead times. Thanks to new tools, manufacturers are collaborating more closely with key suppliers on the co-development of parts and systems and gaining better insight into the supply chains that feed manufacturing and distribution. Advanced analytics are aiding in the understanding of market trends and improving demand planning while simultaneously communicating product changes throughout the supply chain. By incorporating into products digital advances such as sensors and other machine-to-machine (M2M) technologies, some industrial companies offer such capabilities as real-time performance monitoring, quality management, and rapid response to product failures.

Companies moving quickly on this front have been able to distinguish themselves from competitors, even as they take these technologies to the factory floor, where, combining IT developments with robotics and other advanced techniques, they can now better monitor and control all kinds of manufacturing activities. Many are also investing in digital back-office systems for managing products in the marketplace. Business intelligence systems, for example, can help companies better understand just how profitable their different product lines are, content and knowledge management technologies can improve the management of intellectual property, and data analysis and synthesis capabilities can help companies cope with the mountains of data generated by the sensors embedded in their factories and the products they build

PfB added value and Expertise

As the profile of the industrial sector is changing, companies are already struggling to find and keep the skilled people they need, both on the shop floor and in the office. Thus, investing in growth, talented people will become more critical at every stage of an industrial firm’s operations. The advent of digitization will require new expertise in a variety of fields — not just product development, manufacturing, and IT, but also marketing, customer interaction, corporate development, and more.

PfB supports industrial companies to to finding and attract these executives that will contribute to the greater promotion of the industry’s possibilities, benefits, innovation opportunities, and prospects.

PfB sets apart due to our deep industry knowledge and expertise in the following business sectors, being:

Aerospace
Automotive
Chemicals
Construction and Building Materials
Packaging
Mining and Metals
Industrial Equipment
Energy

We have a deep understanding of changing demands, globalization, new technologies, mobility and we are ready to support industrial companies with the right executives.

 

Industry features and Challenges

Logistics and transportation industry is in an enviable position. Fuel prices have tumbled and are not likely to return anytime soon. Volumes are strong and forecast to improve further as the impact of the recent severe recession recedes. Moreover, the enormity of the downturn forced the industry to cut costs sharply and identify efficiency opportunities in their operations just to stay above water. The success of those efforts has streamlined many of these companies significantly, putting them in a position to continue taking advantage of growth even as they add jobs and expand.

When times are good, transportation and logistics companies would be wise examine the real but not immediately obvious disruptions that may be on the horizon; to anticipate today rather than react later. One structural change that seems to have impact on this industry in the near future is 3D printing., as it is seen by manufacturers as a way to streamline operations, improve quality, and lower costs. In that case, 3D printing will have substantial implications for both domestic and international freight businesses, particularly in reducing the importance of some transportation lanes while possibly opening up new ones and thus it could be a serious threat for this industry, as it will lead in in turn to eliminate or greatly reduce component and materials shipments, a mainstay of many transportation-sector business models today. This probable shift will come atop some weakness in lucrative global transportation lanes resulting from re-shoring efforts, in which products and parts makers, hoping to avoid rising labor costs, piracy, and quality issues in low-cost nations, have begun to move manufacturing back to their home markets.

In this context, industry must act more proactively, evaluating different options, which may include staying the course, re-balance, adjust network or introduce new services.

Historically, transportation companies’ record of anticipating the impact of technological change has been spotty-they typically wait until a technology arrives in full force and then figure out a response. But for those to move forward peeking around the corner to figure out whether there might be any steps worth taking now is advisable instead of “wait and see”.

Some more challenges that the logistics and transportation industry faces, apart from 3D printing and falling fuel and energy costs, include mergers and acquisitions of logistic providers, the continued Omni-challenge challenge, new and cloud technology, additive manufacturing, advanced analytics, supply chain agility, infrastructure challenges, demand for global partners, increase in technology investments, e commerce and least but not last, talent and leadership gap.

PfB added value and Expertise

Industrial companies – bigger or smaller – are challenged to find the next generation of leaders; and this is a major cause of concern for the industry.

As colleges and universities continue to graduate more talented young people, there is still a gap between what is being taught and what the industry demands. In this economic context, more industry leaders are taking the opportunity to shift to new roles or retire. This creates a major gap in leadership that most companies are not ready to fill. This leadership gap will require companies to look strategically at how they attract, manage, and retain the best talent; this is not an easy task and most of industry companies will need support in developing a strategy for their leadership over the next year.

In PfB, we have a deep expertise and knowledge in these particular sectors , including:

Third party logistics
Freight Forwarding
Warehousing & Distribution
Trucking
Rail
Shipping
Sea Port
Air Cargo

Specialized Distribution

We have a deep understanding of changing demands, globalization, new technologies, mobility and we are ready to support logistics & transportation corporations with the right solutions.

Industry features and Challenges

Globalization, skills shortage, data analytics, technology, cost pressure, taxation, legislation, regulations, robotics, mobility, M&A’s, socio-economic trends are some of the core challenges that may affect corporations. Some businesses also require significant restructuring and cost reduction programs to enable future sustainability.

In order to compete with this wide management challenges, companies that offer specialized services, such as accounting, legal, tax advice, business consulting or real estate services, need the more than ever the fit-in talent.

 

PfB added value and Expertise

 In PfB, we have a deep expertise and knowledge in these particular sectors, including:

Real Estate
Law Firms
Accounting Firms
Business Services

We have a deep understanding of changing demands, globalization, new technologies, mobility and we are ready to support professional service companies with the right solutions.

 

 

Functions & Roles

Functional expertise

Challenges

The main challenges that financial and accounting executives face are mainly the business support, the effective cost control and the assurance of cash flows, while the primary role of finance is to determine how best to maximize shareholder value. In fact, the role of financial executives is becoming more and more complex; in this context more layers of compliance are being added every day, thus integrity, ethics, and transparency are increasingly expected.

Acting as business partners, financial and accounting executives’ role is crucial. Money is the lifeblood of a business and finance is the nerve center. Finance is required to promote or create business in all aspects. The conventional view of finances focuses on being reactive, efficient, and quantitative and risk averse. New innovative views focus on being vision-oriented, opportunity and growth focused, intuitive and risk-taking.

Professionals

In this context, candidates are required to have specific sets of skills and competences, such as business understanding, strategic finance skills in capital planning, mergers and acquisitions expertise, business planning, investor relations, tax expertise, deep knowledge of international accounting and financial standards, experience in modern software and technology, as well as operational capabilities that can move business forward and

As prerequisites are considered to be the guarantee of the integrity of the company’s financial condition, the enhancement of shareholders’ value and the establishment of optimal risk management, keeping a sharp eye on costs.

PfB Knowledge and Expertise

Our experienced team works closely with you with you to develop a detailed profile of your ideal financial or accounting executive candidate. Based on our broad experience together with your culture and needs, we work as business partners with you to define the profile that best fit to you. We keep you update with market trends and support you with advice regarding competition, market profiles, compensation packages, employment relations. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends; What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position; this is why we have zero replacements.

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of financial and accounting executives. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings. For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before, by being placed in an environment of trust, open communication and advanced collaboration.

To ensure business results is our main concern; it is the key measure of our success. This is why we emphasize on conducting regular quality controls, with the ultimate goal to keep all parties satisfied with our services.

Functional Roles

Working with multinational leader corporations, local companies, family offices, we have a deep expertise in the following financial and accounting roles:

CFO
Head of Accounting
Investor Relations Expert
Capital Management Executive
Financial Planning and Reporting Specialist
Tax Specialist
Business Analyst
Business Controller
Management Accountant
Commercial Accountant
Chartered Accountant
Investment Planning
Regulatory & Compliance Specialist
Credit Analyst
Risk Officer
Relationship Manager
Treasury
Internal Audit
Health Economics
Claims Manager
Underwriter

Challenges

Traditionally Human Resources Management is considered to be an important asset to any business, as it provides expertise in managing change and facilitating training and development, recruitment, selection and employee relations, compensation and benefits. In the contemporary world of rapid globalization and cultural diversity, it is much more than this: it is the business partner that aligns business and human capital strategy.

In PfB, we support corporations that view the HR not as an administrative and back office function, but as a strategic partner, in a key role; that is why they simply want just star players, leading the way. CHRO’s are expected to have business acumen, to contribute to broader business strategy planning and execution, to act as business partners to CEO‘s and Executive Directors. Traditional HR executives are being replaced with highly strategic ones who are Board ready, understand the complexity of aligning talent and business strategy and can leverage big data. The modern CHRO acts proactively to translate corporate goals into effective human capital tactics, to drive growth and to create “best place to work” cultures. HR is called to become a strategic partner with the leaders of the business; to contribute to significant business decisions, advice on critical transitions, and develop the value of the employees-in short, to have a seat at the table. This is why talent acquisition and development, compensation and benefits, leadership management, succession planning, organizational development, diversity and innovation make the HR function critical to corporate success.

 

Professionals

Ulrich states that HR should be responsible for 4 areas: strategy execution, administrative efficiency, employee contribution, and capacity for change. In the course of delivering in these four areas, he describes four corresponding roles for HR to play within a business: a) as a strategic partner working to align HR and business strategy, b) as an administrative expert working to improve organizational processes and deliver basic HR services, c) as an employee champion, listening and responding to employees’ needs, and d) as a change agent managing change processes to increase the effectiveness of the organization.

Our experience shows proves that contemporary HR executives are required to have specific sets of skills and competences, in order to act as business partners. Strategic thinking, business acumen, high EQ, performance orientation, future orientation, strong leadership, flexibility, creativity and delivery value orientation are the core characteristics of an HR executive candidate. Rotation and experience in front line functions help them to develop the skills that will turn them into valuable business partners.

PfB Knowledge and Expertise

Our team has a solid and proven HR experience that makes PfB precious and unique in HR recruiting and development. Our profiles combine deep hands-on knowledge and corporate experience with proven track search record. We are the only firm that can help you in the most efficient way to identify internal and external HR talent and develop these leaders through engaging, proven solutions that meet and exceed executives’ expectations

Our experienced team works closely with you with you to develop a detailed profile of your ideal human resources candidate. Based on our broad experience together with your culture and needs, we work as business partners with you to define the profile that best –fit to you. We keep you update with market trends and support you with advice regarding competition, market profiles, compensation packages, employment relations. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends; What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position; this is why we have zero replacements.

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of human resources executives. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hiring. For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before, by being placed in an environment of trust, open communication and advanced collaboration.

To ensure business results is our main concern; it is the key measure of our success. This is why we emphasize on conducting regular quality controls, with the ultimate goal to keep all parties satisfied with our services.

 

Functional Roles

Working with multinational leader corporations, local companies, family offices, we have a deep expertise in the following human resources roles roles:

Chief Human Resources Officer
Talent Development Business Partner
Talent Acquisition Specialist
HR Division Head
HR Business Partner
Comp and Ben Manager
Employee Relations Specialist
Organization Development Executive
Occupational Health and Safety Expert

Challenges

We live in the era of information tehnology, where advancements together with globalization of markets are the main trends and characteristics. IT executives are strategic leaders in a transforming world, creating value in a rapid transforming context. IT is expected to partner and support CEO and top executives to translate business vision and strategy into reality. No matter design or execution, IT is the key player to create, transform, implement or implement business. In fact, there is a scarcity in leaders in this sector; although PfB is committed to find the ones that help your business to move forward.

 

Professionals

As leading roles in this function have moved from from the data processing to driving growth and creating strategic value for the corporation and the stakeholders, it is crucial to allocate the competence and skills required. Technology experts are facing increasing demands to be innovative and learning agile, to keep the eye on what is going on across business, to be transformation oriented

Their mission is to align technology strategy with corporate mission and goals, to optimize and transform business processes for operating effectiveness and competitive advantage, to manage change that keeps the company a step ahead of the competition, to allocate game changing and market leading opportunities, to create and ensure user friendly environment.

 

PfB Knowledge and Expertise

Our team has the experience and expertise to support identify the candidate profile meeting your strategy requirements, needs and cultural fit. We work closely with you with you to develop a detailed profile of your ideal IT candidate. We keep you update with market trends and support you with advice regarding competition, market profiles, compensation packages, employment relations. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends; What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position; this is why we have zero replacements. 

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of technology experts. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients. 

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide. 

Our added value is not limited to successful hirings. For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before, by being placed in an environment of trust, open communication and advanced collaboration. 

To ensure business results is our main concern; it is the key measure of our success. This is why we emphasize on conducting regular quality controls, with the ultimate goal to keep all parties satisfied with our services.

 

Functional Roles 

Working with multinational leader corporations as well as with local companies, large, medium size or start-ups, we have a deep expertise in the following technology roles: 

Chief Information Officer
Chief Technology Officer
Systems and Data Architect
Infrastructure Designer
Operations and Service Delivery Expert
IT Strategy and Alignment Expert
IT Governance Expert
Risk Management Expert
Compliance Officer
Governance Expert
Digital and Social Media Specialist
Project Manager
Business Intelligence and Data Analysis
E-Commerce Expert
Contact Center Manager
CRM Design
Operations Manager
Business Process Transformation Specialist
ERP Consultant
Change Management Agent
Cloud Specialist
System Engineer
Web Design
Integration Officer
Penetration Specialist
ICT Business Development
Network Engineer
System Developer
Enterprise Applications Expert

Challenges

Global regulations across industries, risk management, intellectual property, complexity of rules and systems, e-government, technology are some of the factors making the legal and compliance of high importance; it is in the heart of business. CEO’s and BoD expect them to act as advisors, being business partners and market oriented.

 

Professionals

In this environement of high complexity, the role of legal executives has been evolved from technical to strategic; a legal expert is mainly an essential business partner of the CEO and the BoD. They are expected to think and act with strong leadership and strategic approach, integrity and transparency, ensuring business effectiveness and continuity. Business understanding, analytical skills, innovative thinking and approach make the selection and recruitment of these people more critical than ever.

PfB Knowledge and Expertise

In PfB we have a proven expertise in recruiting, appraising, and developing senior legal professionals. Our team has the experience and expertise to support identify the candidate profile meeting your strategy requirements, needs and cultural fit. We work closely with you with you to develop a detailed profile of your ideal human resources candidate.. We keep you update with market trends and support you with advice regarding competition, market profiles, compensation packages, employment relations. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends; What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position; this is why we have zero replacements.

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of legal and compliance experts. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings. For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before, by being placed in an environment of trust, open communication and advanced collaboration.

To ensure business results is our main concern; it is the key measure of our success. This is why we emphasize on conducting regular quality controls, with the ultimate goal to keep all parties satisfied with our services.

Functional Roles

Working with law firms, financial institutions but also with corporate legal services, we have a deep expertise in the following roles:

Chief Compliance Officer
Chief Legal Officer
Specialty Lawyers
General Counsel
Law firm Partner
Company Secretary

Challenges

Logistics complexity in the form of fragmented channels, increased product variations, and consumer demands for customized solutions has increased. Several trends demonstrate that a number of major challenges lie ahead, as the world becomes a more complex place to operate logistically. Experience and practice show that companies with superior supply chain performance achieve superior financial performance.

Major trends in the sector are the more demanding customer expectations, focus on network thinking rather than company thinking, high cost pressure, globalization, sustainability pressure, increased risk and disruption, new technology, multi-channel sourcing, compliance, partnerships and M&A‘s and talent shortfall.

Professionals

Leaders and executives in the sector are required to have deep knowledge of international markets, high customer awareness, strong negotiation skills, analytical thinking, high organizational ability , multitasking orientation, but most of all to be acknowledged for integrity.

Logistic and supply chain executives are also expected to think and act with high level of  accountability, to demonstrate problem solving and decision making,  to have strong interpersonal skills and awareness of needs of others, to be continuous learning oriented and be high end users of modern technology.

PfB Knowledge and Expertise

In PfB we understand the complexity of logistics and supply chain and the challenges that leaders and executives face. We are also aware of the talent shortage in logistics, which is considered one of the most important challenges in the sector – shortages are being seen at the operational level as well as the planning and controlling function.  Access to specific network and logistic experts is crucial in order to allocate the best fit talent.

Our team has the experience and expertise to support identify the supply chain and logistic candidate profile meeting your strategy requirements, needs and cultural fit. We work closely with you with you to develop a detailed profile of your ideal logistics candidate. We keep you update with market trends and support you with advice regarding competition, market profiles, compensation packages, employment relations. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends;  What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position;  this is why we have zero replacements.

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of logistics executives. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings.  For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before, by being placed in an environment of trust, open communication and advanced collaboration.

To ensure business results is our main concern; it is the key measure of our success. This is why we emphasize on conducting regular quality controls, with the ultimate goal to keep all parties satisfied with our services.

 

Functional Roles

Working with multinational leader corporations as well as with local companies, we have a deep expertise in the following logistic and supply chain roles:

Inventory Manager
Freight Forwarder
Operations Manager
Business Development
Supply Chain Manager
Distribution Manager
Logistic Manager
Planning and Forecasting Specialist / Demand Planner
Value Chain Expert
Sourcing and Purchasing Specialist
Security Regulations Specialist

Challenges

Quality assurance and quality control is now being a mounting concern for companies that aim to get investments result in higher quality. But as bad habits die hard and there is no silver bullet, it is more than a common truth that you cannot improve what you don’t measure. Major trends in the sectors are considered to be strict regulations, fix at the root, stronger focus on containing costs, use of advance technologies, big data.

 

Professionals

Modern leaders in the function must have more than just technical skills and knowledge. Business management, performance measurement and improvement, organizational governance, risk and opportunity management, commercial and financial understanding, systems thinking , assuring corporate social responsibility, safety, security and business continuity are the major competences they should have in order to perform with excellence.

PfB Knowledge and Expertise

In PfB we understand that modern leaders in quality are focused both in innovation and care to meet shareholders’ satisfaction. We aim to allocate the ones who are committed to improve profitability, ensure market leadership and manage risk effectively.

Our team has the experience and expertise to support identify the quality expert candidate profile meeting your strategy requirements, needs and cultural fit. We work closely with you with you to develop a detailed profile of your ideal candidate. We keep you update with market trends and support you with advice regarding competition, market profiles, compensation packages, employment relations. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends;  What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position;  this is why we have zero replacements.

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of quality assurance and control executives. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings.  For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before, by being placed in an environment of trust, open communication and advanced collaboration.

To ensure business results is our main concern; it is the key measure of our success. This is why we emphasize on conducting regular quality controls, with the ultimate goal to keep all parties satisfied with our services.

 

Functional Roles

Working with multinational leader corporations as well as with local companies, we have a deep expertise in the following quality roles:

Quality Assurance Manager
Quality Control Manager
Analyst
Regulations Expert

 

Challenges

Emerging markets, declining economies and technology are some of the factors with serious impact in engineering jobs. The demand is focused on candidates who just not possess only technical skills, but they are business oriented, multitasking, agile, flexible and dedicated to continuous learning, familiar with advance technology, with good communication skills and leadership ability. This leads to scarcity of talent, although large supply of candidates.

 

Professionals

Modern leaders in the function must have more than just technical skills and knowledge. Business management, performance measurement and improvement, organizational governance, risk and opportunity management, commercial and financial understanding, systems thinking , assuring corporate social responsibility, safety, security and business continuity are the major competences they should have in order to perform with excellence.

PfB Knowledge and Expertise

In PfB, we support you to allocate, attract, retain and develop the best fit talent, the engineers that will lead your business to the next step. With a large network, access to talent pools and proven experience in these roles, we can help you from defining the profile matching your business needs to the effective integration of a new hiring, based on your competency model. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends; What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position; this is why we have zero replacements.

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of engineering executives. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings. For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before.

 

Functional Roles

Working with a large number of companies in different functions and business sectors, of different size, culture and profile, we have a deep expertise in the following roles:

Operations Director
Expansion Manager
Site Manager
BPO Director
Construction Manager
Construction Engineer
Plant Manager
Production Manager
Senior Aerospace Engineer
Maintenance Manager
Senior Mechanical Engineer
Senior Electrical Engineer
Senior Automation Engineer
Technical Manager
Senior Mining Engineer
Senior Naval Engineer
Senior Mold Engineer

Challenges

Commercial function is transforming, due to technology, globalization and emerging markets. Marketing function experiences an revolution, thanks to digital services and big data. Business development requires entrepreneurial spirit. Customers are more demanding and have more choices. Commercial awareness is more important than ever. Commercial executives are expected to be engaged in enterprise-wide strategic plan and need to lead the organization around change mandates. They are also expected to define or refine the business model and drive measurable business results. In this critical transformation, it is important to allocate the best fit competences towards business challenges, to connect the business mandate to roles and define the specific mix of skills and competences in order these executives achieve the business objectives.

 

Professionals

Commercial candidates are expected to have strong commercial awareness, strategic thinking, entrepreneurial spirit, expertise in modern technology and web applications, knowledge of international markets, quick-thinking, reactive approach to work, strong sense of customer risk.

Commercial executives are also expected to cooperate close with finance experts, monitor information and be more efficient, credible and effective when dealing with financial aspects during negotiation processes. Their role is even more critical in this economic environment.

PfB Knowledge and Expertise

Our team has the experience and expertise to support identify the candidate profile meeting your strategy requirements, needs and cultural fit. We work closely with you with you to develop a detailed profile of your ideal commercial candidate. We keep you update with market trends and support you with advice regarding competition, market profiles, compensation packages, employment relations. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends;  What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position;  this is why we have zero replacements.

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of commercial executives. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings.  For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before, by being placed in an environment of trust, open communication and advanced collaboration.

To ensure business results is our main concern; it is the key measure of our success. This is why we emphasize on conducting regular quality controls, with the ultimate goal to keep all parties satisfied with our services.

 

Functional Roles

Working with multinational leader corporations as well as with local companies and family ones, of large and medium size or start-ups, we have a deep expertise in the following commercial roles:

Commercial Director
Chief Marketing Officer
Sales Manager
CRM Manager
Export Manager
Group Brand/Product Manager
Digital Marketing Expert
Business Development Expert
Trade Marketing
Sales Analyst
Product Development
Advertising and Marketing Communication Officer
Operational Marketing Manager
Retail Manager
Direct Marketing Manager
Channel Manager
Category Manager
Procurement Manager
Senior Buyer
Demand Planner
Market Access

Challenges

Hospitality, travel and leisure sector is a developing market, in a running transition. Although the large supply of professionals, there is scarcity of high potential candidates or of experts in modern trends. Special demands, new technology, big data, taking control of health and personal well-being are leading to shaping different professional profiles in this function.

 

Professionals

Professionals in the hospitality industry must meet specific professional standards to be effective in the position. These standards allow businesses operating in the hospitality sector to service clients and customers in an appropriate manner. Standards include demonstrating an ability to communicate in an efficient manner and portraying a high degree of professionalism at all times, ability to analyze data, to solve problems and reach conclusions, to be comfortable working in a team environment, to show flexibility and adaptability.

PfB Knowledge and Expertise

In PfB we can help you identify hospitality talent and also develop them through engaging and proven solutions.

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of hospitality executives. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings. For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before.

 

Functional Roles

Working with a large number of companies in hospitality sector, of different type, size, culture and profile, we have a deep expertise in the following roles:

General Manager
Hotel Manager
Operations Manager
F&B Manager
Customer Service Manager
Event Manager
Business Development Executive
Guest Services Manager
Marketing Campaign Manager
Director of Marketing, E-Commerce and Social Media
Director of Catering and Convention Services
Member Services Manager
Banquet Manager
Maintenance Manager

Challenges

Technology, scientific developments and innovation, intellectual property and big data create a demand in scientist experts, mainly in the pharmaceutical sector, but also in food, cosmetics, and hygiene products.

 

Professionals

Candidates are mainly selected for their technical skills, but this does not stand alone. Business accumen, cost sensitivity, delivery time, project management skills, flexibility and adaptability to changing demands and market needs are some of the competencies that companies are looking for.

PfB Knowledge and Expertise

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of scientific experts. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings. For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before.

 

Functional Roles

Working with a large number of companies in different sectors, we have a deep expertise in the following roles:

Director, Scientific Research
R&D Manager
Senior CRA
Senior Analyst
Formulation Specialist
Food Technology Specialist

Challenges

The market is demanding increased transparency and accountability. New compliance mandates, regulations and shareholder activism are the drivers, but governance is more than just compliance. Boards of Directors’ matter — and now they matter more than ever. Boards and their constituencies are clamoring for more strategic engagement and value-add by the directors.

Board composition in terms of qualifications and not just because of relations or reputation, globalism, new compensation terms and trends, increased compliance and regulatory demands, succession planning, shareholders’ activism, high risk and crisis management and continuous strategy reviews, due to market uncertainty are some of challenges that board members are facing.

 

Professionals

Corporate governance accountability, effectiveness, diversity minded, integrity, management of key stakeholder relations, communication, risk management, executive strategy and leadership are the main characteristics of leaders who can drive organizational transformation and success.

PfB Knowledge and Expertise

In PfB we can help you to allocate the BoD leader or director with strong leadership ability and ability to work toward a common corporate goal; we are seeking key talent without regard for arbitrary boundaries.

Our team has the experience and expertise to support identify the candidate profile meeting your strategy requirements, needs and cultural fit. We work closely with you with you to develop a detailed profile of your ideal candidate. We keep you update with market trends and support you with advice regarding competition, market profiles, compensation packages, employment relations. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends;  What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position;  this is why we have zero replacements.

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of BoD executives. We enable our network and focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings.  For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders.

Challenges

Shipping is a complex and volatile industry that is constantly navigating the many twists and turns of the global economy. The world economy is highly dependent on shipping, which meets the highest percentage of the global demand for transport.

Marine regulations, advanced technology, specific sector software, big data, fuel cost, are regulating this sector and have impact on professionals’ demand profile.

 

Professionals

High level professionals are in demand of modern shipping companies; professionals with the educational background, the skills set and the competency framework to meet the needs of the modern market. From the traditional way of personal networking and references, shipping companies have moves to the methodical and technocratic sourcing and development of their professionals. Strategic planning and business development skills, ability to evaluate competitors, good communication and coordination skills, in-depth knowledge of standard policies, procedures, methods, deep knowledge of modern technology are some of the required competencies that maritime professionals must have.

PfB Knowledge and Expertise

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of marine and shipping experts. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings.  For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before.

 

Functional Roles

Working with shipping and marine companies, we have a deep expertise in the following roles:

Marine Operations Director
Vetting Director
Technical Director
SHQE Manager
Port Captain
Superintendent Engineer
Manager, Asset Management
Purchasing & Forwarding Manager
Crew Manager
Financial Executives
Project Manager
Marine Consultant
Naval Architect
Senior Marine Engineer
Sales Coordinator
Service Support Executive
Sales Engineer
Procurement Planner
System Design Engineer
Senior Site Office Administrator
Project Risk Engineer

Challenges

The “Lucky Sperm Club”, as Warren Buffett likes to call it, is still going strong in the commanding heights of business.

Founding dynasties run, or wield significant clout at, some of the world’s largest multinationals, from Walmart to Mars, Samsung to BMW. Half a century ago management experts expected the hereditary principle to fade fast, because of the greater ability of professionally-run public firms to raise capital and attract top talent. In fact, family firms have held their ground and, in recent years have increased their presence among global businesses.

Family-controlled firms now make up more than 15% of the companies in the Fortune Global 500, which tracks the world’s largest firms by sales. This is largely because of rapid growth in big developing economies where family ownership is the norm among large businesses. Since 2005 the countries that have most increased their share of the Fortune Global 500 are Brazil, China, Russia, South Korea and Taiwan. By 2025, McKinsey forecasts, there will be more than 15,000 companies worldwide with at least $1 billion in annual revenues, of which 37% will be emerging-market family firms. In 2010 there were only 8,000 firms worldwide of this size, and only 16% of them were family-controlled and from emerging markets.

Around 85% of $1 billion-plus businesses in South-East Asia are family-run,

One reason why the experts’ predictions of 50 years ago have proved wrong is that stock markets and regulators have been so accommodating in letting founding families retain a fair degree of control despite selling large stakes to outside investors.

Besides being able to access capital markets without losing control, there are at least four other reasons why so many big firms have defied expectations and stayed under family control. One is that they are often the product of a superbly talented entrepreneur. While such founders are alive and on form, the combination of their abilities and the freedom they have as controlling shareholder to run by their own rules often gives them a strong competitive advantage. Even after they are gone, their heirs can keep up the firm’s success, simply by continuing to follow the founder’s successful principles.

Whether private or public, family firms also tend to take a longer-term perspective. Non-family-controlled public companies tend to be obsessed with meeting the demands of investors to maximize short-term profits, and companies owned by private-equity firms, which although able to take a longer view than public firms must still cater to investors who want to sell up for a juicy profit within a few years.

Family firms are also less likely to load up on debt. A reluctance to borrow may limit growth in good times, but it can make family firms more resilient when the going is tough.

They also tend to have better labor relations. This may be because workers are readier to believe promises that they will be rewarded for delivering in the long run, if such pledges are made by founding families rather than outsider bosses who may be gone in a few years. Overall, those family firms that get big tend to have a superior corporate culture to their non-family peers.

 

Professionals

Some families are adept at training the next generation to work in the family firm. However, sometimes children do not want to join the family business or turn out not to have inherited the entrepreneurial genes of the founder. It may then be in the best interests of the firm for a professional to run it, rather than a reluctant or incompetent scion, even if the family retains some control.

Letting professionals take over can make a lot of sense. Talented managers are more likely to join a firm where there is a chance of getting to the very top.

However, even when they have agreed to let an outside manager run their businesses, families sometimes find it hard to keep their hands away from the wheel.

On the other hand, when independent outsiders are brought in to serve on a family company’s board, they can often fail to make the impact they should. Outsiders often refuse to get involved in managing tensions within the family and assume their job is just to oversee the running of the business, when in reality they may be the last line of defense against a family breakdown destabilizing the firm.

For both founders and outside professionals, the future challenge will be to reconcile the family’s needs and desires with the demands of running a successful business. They will need to learn that when it comes to company matters that “It’s not personal…it’s strictly business”.

 

Functional Roles

Working with family offices, we have a deep expertise in the talent acquisition for the following roles:

Head of Family Office
Chief Operating Officer
Financial Executives
Investment Experts
HR Executives
Legal Executives
Counselors

 

 

 

Challenges

The big shift in corporate affairs is the mobilization, as mobile devices began to reign supreme. This requires a major re-think of the way corporate affairs approaches communication which means that they must be focused on how their organization maintains a presence where they are spending the bulk of their time.

Especially importance is given to corporate affairs’ role to protect and enhance the business’ reputation through issues and crisis management, which is accentuated in an era in which information and news can flash around the world in a heartbeat. Making an emotional connection with the business strategy is one of the main challenges for corporate affairs professionals, both for internal and external audience.

But as the way accessing information has changed, so too has the type of content watching. The traditional ways corporations communicate with stakeholders have made a volte-face. Now, it’s all about making an emotional connection with the audience. More than ever, the role of corporate affairs is to tell the story of the business with authenticity and humanity: this is critical.

 

Professionals

Communications and public affairs executives are now actively defining business strategy and manage personally crucial stakeholder relationships, quite often they are members of BoD. They have shifted from advisors to integrated leaders. Companies are paying hard attention to how to attract, retain and develop these executives, which come now often from non-traditional backgrounds; they need corporate affairs professionals attuned to all of corporate stakeholders and interest, able to bring a rounded perspective in guiding the strategic imperatives.

Taking the business along the journey means a re-positioning of the corporate affairs role. Agility, flexibility, creative problem solving, business acumen, outstanding influencing and diplomacy skills, strong grasp of social and digital and know how to integrate communication for external and internal purposes, using traditional and innovative channels, energy and ability to lead through disruptive change are major skills and competences for professionals in this function: companies need high skilled professionals not only anticipate and protect reputation, but mainly to advance the corporate mission and agenda.

 

PfB Knowledge and Expertise

In PfB we can help you identify internal and external Corporate Affairs talent and also developing these leaders through engaging and proven solutions.

Our team has the experience and expertise to support identify the candidate profile meeting your strategy requirements, needs and cultural fit. We work closely with you with you to develop a detailed profile of your ideal corporate affairs candidate. We keep you update with market trends and support you with advice regarding competition, market profiles, compensation packages, employment relations. We go much further than just recruiting; we support you to attract, select, retain and develop the talent you need to move forward, based on your strategy, market conditions and trends; What we are aiming for, is a role analysis, which will summarize the “outer” needs and “inner” desires of each position; this is why we have zero replacements.

When the candidate profile calls for an external hiring, we apply specific selection techniques and take advantage of our broad network of corporate affairs executives. We use “pull” activities, meaning advertising our jobs in all means available in order to attract active candidates or use our own candidate database. However, we mainly focus on “push” activities, meaning actively and directly addressing the market, in a methodical and thorough way, in order to locate and attract the most talented candidates out there. After assessing them, we choose the most suitable, those who are the “best fit” and present them to our clients.

Having worked in numerous projects, we possess both the experience and the critical recruiting skills. We know what to say and what to do when approaching a candidate who is already employed. This ability provides us with a great competitive advantage. This is why the gap between those who passively source and those who actively recruit remains wide.

Our added value is not limited to successful hirings. For newly appointed executives, the first few weeks and months in the role are critical. They must quickly understand corporate culture, set the right priorities, and establish credibility with colleagues and stakeholders. BONDING START includes a series of sophisticated questionnaires, answered by both the placed executive and the line manager. By analyzing the answers, we help them better understand each other, boost their communication and maximize the expected results. In this way, line managers learn how to enhance communication with new members, how to motivate them, how to help them in overcoming obstacles, thus reducing the induction period and moving forward to productivity. The placed executive on the other hand, acclimatizes and understands the aspects of own new role faster than before.

 

 Functional Roles

Working with multinational leader corporations as well as with local companies and family ones, we have a deep expertise in the following corporate affairs roles:

Corporate Affairs Director
Corporate Communications Manager
Investor Relations Manager
Public Affairs Director
Government Affairs Manager
Media Relations Manager
CSR Manager
Regulatory Affairs Manager