ABOUT US

Overview

The assignment begins with a meeting of all parties concerned to confirm the details of the requirement(s) and agree the precise specification, competencies and reference questions against which Redline will source, screen and match candidates. 

Redline Executive will source, screen and match candidates against specific competencies

Redline will map the market, companies and industry sectors to target. We will identify suitable individuals in the market through our detailed research, previous assignments, industry advisers and our extensive network amassed over 40 years in the sector.

Over 40 years in the technology and engineering sector

Identified candidates will be then be sensitively contacted and pre-screened, ensuring confidentiality is always protected and appropriate discussions are conducted.

During this process Redline will continue to review physical and online CV submissions and recommendations in support of the direct approaches throughout the duration of the campaign to maximise candidate coverage.

Confidentiality is always protected with the utmost discretion

Full CV assessment and screening will take place. Redline will interview candidates incorporating Biographical and CBI techniques to assess them against the personal, behavioural, and technical requirements of the role. Our aim is to reduce this list to a manageable 4-6 candidates who we will take through to the next stage.

Our aim is reduce this list to a manageable 4-6 candidates

We will have all shortlisted candidates complete a psychometric analysis. We have access to the most respected and widely used tools and can discuss suitability at the Requirement Capture and Preparation meeting. This will produce a comprehensive and insightful report detailing work-based behavioural preferences and valuable insights into the most effective management and motivation of the candidate once in post.

We have access to the most respected and widely used tools

Redline will arrange interviews between shortlisted candidates and our Global Industry Talent and Advisory Board. This allows us to apply a rigorous technical, operational and strategic assessment which is particularly valuable for positions that require sophisticated levels of capability and experience. The knowledge and experience of our advisory board enables Redline to hand-pick an expert from our panel who can offer a pertinent insight in to both the market and area of specialisation.

You can be comfortable in the knowledge that the selected shortlist will have been through our rigorous competency evaluation and also been assessed by one or more of our panel of senior industry leaders.

The knowledge and experience of our advisory board enables Redline to hand-pick an expert

Redline will seek references from 1-2 current or recent line managers, directors, and / or shareholders. We will brief the referee on the specific challenges of the role, enabling them to focus their answers on the aspects of the candidates experience and abilities most pertinent to success in the role. Additionally, the responses to the competency questions we generate based on the needs of the role are fed into the questions we ask the referee, to seek further validation of the claimed competencies and experiences.

Redline will seek references from 1-2 current or recent line managers, directors and / or shareholders

On completion and finalisation of the assignment, Redline will deliver an extensive Search Report for each candidate comprising:

• Interview Report
• Project Summary
• Score Matrix
• Competency Report
• Reference Report
• Personality Profile
• Board Advisor Report

This comprehensive report will provide a deep and far-reaching insight into each candidate’s background and suitability, offering multiple qualified viewpoints and industry recognised screening and measurement tools.

Redline will deliver an extensive Search Report

Redline will provide assistance and guidance as required in the preparation and presentation of offers to the chosen candidates. Once an offer has been accepted, Redline will maintain close contact with the candidate to guide them through the resignation process to successful start with the option of further review points and / or the continued involvement of a Board Advisor as a confidant and intermediary through the on-boarding process.

Redline will maintain close contact with the candidate to guide them through the resignation process to successful start