Who we are?
Executive recruiting is the foundation of our business. Since 2005, Spider has worked closely with clients to define, attract and select their future leadership. Throughout this period we have successfully partnered with numerous organizations across different industries in the MEA region. We work with HR Leads, CEO’s and Board members.
We seek to understand each client’s strategic goals, the specific leadership roles and competencies needed to meet those goals, and the culture that new executives need to embody.
Our approach
We start with a comprehensive understanding of each of our clients. This means investigating the 'DNA' of the organization – probing the culture, organizational values, business model and strategic goals of the enterprise as a whole.
Every time our consultants take on a search assignment they are making a commitment that they will be available - in terms of both intellectual engagement and time; honest in their read of the market; and, no matter how challenging the assignment, they will deliver the results they have promised.
Our methodology
Once we have truly understood our client’s corporate DNA, we undergo a “job needs survey” which is crucial to:
Understand the key requirements and challenges of the role.
The skills, knowledge and behaviors needed to perform and excel.
Determine the optimal search strategy.
By doing so, we are able to identify, select and recommend candidates that not only possess the skills and knowledge required to succeed within the role but whom also fit the business environment and working culture.
Our Team
Spider’s search consultants come from different backgrounds and disciplines allowing Spider to act as a trusted search advisor and business partner across a large range of industries. Our diversified experience, cultural background and regional market knowledge allow us to understand the different business environments and needs of our clients.
Sourcing
We conduct comprehensive searches based on the key requirements of the role. We assess Knowledge, Skills, Behaviors, work ethic as well as motivational and cultural fit.
We take a different approach to our task, in that we look for the best fit for the role and approach them directly. We continuously search for “passive” candidates.
Spider’s talent mapping, networking and integrated search methodology allows us to identify, approach and head hunt industry professionals and Subject Matter Experts where needed.
Assessment Pillars
Motivational Fit
A recent global survey carried out by the American Management Association AMA, shows that individuals selected on the basis of motivation will contribute faster, perform better and stay longer.
Traditionally, organizations have focused on identifying people based on their skills and experience however; while skills and experience continue to be important, research and practice increasingly point to organizational fit and particularly motivational fit as a key differentiator in the selection process.
In Spider, we assess the degree of alignment between what a person expects or wants from a job, and what the job can actually offer. The motivational fit is a primary component in determining whether a person will remain on the job and perfrom.
Cultural Fit
Cultural fit is the glue that holds an organization together. It is the ability of an employee to comfortably work in an environment that is congruent with his own beliefs, values, and needs. In Spider, we assess culture fit throughout the entire recruiting process allowing us to recommend professionals who will:
- Conform and adapt to the core values and collective behaviors of your organization.
- Flourish in their new roles.
- Stay longer and drive long-term growth and success.
- And ultimately save you time and money.
According to a recent survey from the Society of Human Resource Management, (SHRM) a poor cultural fit can result in high turnover and cost the company 50-60% of the person’s annual salary.
Turn Around Time (TAT)
We normally target to complete our search assignments in 2 working weeks however; this duration may be extended to 4 weeks based on the complexity of the search, job location and scarcity of talent.
Communication
Throughout the search mandate, we communicate with our clients regularly and keep them updated with progress, findings and achievements
Our Key strengths
- Reliable and committed business partners.
- MEA search experts with a global network.
- Matching talent with company challenges and culture.
- Advising on best market practices and trends.
- Local knowledge of market trends and developments in the MEA region.
COSTUMERS ARE MOST IMPORTANT
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