In an increasingly demanding professional environment, companies cannot afford to hire the wrong candidates . The continuous pursuit of improved productivity drives them to engage recruitment professionals whose mission is to find and recruit the best possible talent. Vauban Executive Search is one such recruitment firm. To fulfill its assigned missions, Vauban Executive Search conducts its searches and recruitment processes in several stages. In this article, we will explore what these different stages entail in the context of M&A recruitment .

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First step in the recruitment process for the M&A department

We will call the company that needs to hire the "client company".

M&A management recruitment: understanding the company

She will be the one to contact the recruitment agency. After this initial contact, Vauban Executive Search will conduct a brief investigation within the client company. The aim here is to study it from different perspectives in order to gain a better understanding of it.

  • What is his culture?
  • How does it work?
  • What are his managerial values?
  • What are its short- or medium-term profitability objectives?

Answering these questions will also allow Vauban Executive Search to understand the type of professional environment in which future M&A recruitment . This initial step is carried out in collaboration with the client company.

Then, VES can finally begin to offer its expertise in the context of M&A recruitment . For example, it can provide the company with a study on the salary practices of other companies in this type of M&A recruitment .

M&A recruitment

How to find the best candidates for M&A management recruitment?

The second stage of the mission concerns the recruitment of M&A candidates. There are always many applicants, so an effective system for selecting the best profiles must be implemented.

M&A management recruitment: finding, identifying and selecting

The firm can, for example, use its network of contacts to find and directly contact candidates with profiles similar to those sought. CV databases are valuable resources that allow M&A recruitment to conduct targeted searches based on skills and professional experience. The firm can also consult directories containing contact information for students who have attended a specific field of study. The M&A recruitment can even contact top performers working for its client's competitors with the aim of recruiting them.

After using these various methods, the firm has a database of candidates likely to perfectly match the desired profiles. Interviews for the M&A recruitment can then begin. The client company's managers will then meet with the pre-selected candidates. Ideally, these interviews should take place approximately ten days after the applications are received. At the end of each interview, the recruitment firm will provide its expertise. It will help both the client company and the applicant determine whether the interview will lead to a successful outcome.

The final stages of recruitment for the M&A department

The final candidates for M&A recruitment are those who are still in contention after the various screenings carried out by the client company.

M&A management recruitment: due diligence and negotiations

Candidates must agree to have their professional references checked by the recruitment agency. Their former supervisors may also be contacted for this purpose to ensure that no detail is overlooked. The recruitment agency will also assist the candidate and their future employer in the various negotiations related to the terms of the employment contract and the final onboarding process.

Don't hesitate to call on the expertise of Vauban Executive Search to bring your executive recruitment project to fruition.