Talent Mapping
When the priority is to attract the right profile, time becomes a critical factor.
We provide talent mapping for specific profiles across the GCC and selected international markets, with the ability to focus by geography, region or country, depending on the mandate. his work provides clear market intelligence, confidentially if required, to support strategic decisions such as market entry, new entity setup, succession planning, or upcoming hiring waves.
It also enables the creation of proactive pipelines, supported by structured insight on candidate background, capabilities and compensation benchmarks. The result is faster mobilisation when a role is opened, with stronger shortlists and reduced time-to-hire.
We provide talent mapping for specific profiles across the GCC and selected international markets, with the ability to focus by geography, region or country, depending on the mandate. his work provides clear market intelligence, confidentially if required, to support strategic decisions such as market entry, new entity setup, succession planning, or upcoming hiring waves.
It also enables the creation of proactive pipelines, supported by structured insight on candidate background, capabilities and compensation benchmarks. The result is faster mobilisation when a role is opened, with stronger shortlists and reduced time-to-hire.
5 Stages
1Setting the context
Setting the context
We align on the target profile definition and success criteria, define the key questions to validate fit, and agree on how the talent map will be presented.
2
Market Mapping
We identify target organisations and relevant profiles through a combination of sector mapping, market research, professional tools and our network.
3
Interview
We conduct telephone interviews with selected candidates, present the organisation, context and mandate (when the mapping is not confidential), and assess fit against the agreed criteria.
4
Long-list creation
We deliver a long-list with key details for each profile: name, title and responsibilities, current organisation, contact details, compensation structure, level of interest, and perception of the company.
5
Follow up with the company
We provide bi-monthly progress updates, schedule follow-up meetings, and share relevant market observations throughout the mapping.
" Executive search is not only about skills or titles. It’s about understanding people, life transitions, and the long-term impact of leadership decisions on organizations and individuals alike. "
