Recruiting managers, professionals and experts
Recruiting a manager or an expert is not just about finding the technical skills that match a job description. You need someone who can quickly understand their environment, find their place in the organisation and deliver the expected results.
Alixio Group supports companies in recruiting managers, professionals and experts for their key functions, from defining the need through to assessment, candidate selection and onboarding. Our Partners, who have held operational and leadership roles themselves, bring their knowledge of sectors and functions to vet candidates and their achievements more effectively.
We adapt the search and the resources we commit to the urgency, the rarity of the profile and the volume of recruitment.
Which profiles do we recruit?
We work on managerial, operational and expert functions, with large companies, mid-market firms and SMEs.
Our searches can cover areas such as:
- Human resources;
- Finance and management control;
- Operations and industry;
- Procurement and supply chain;
- Information systems and digital;
- Sales and marketing;
- Other strategic, expert or support functions.
For general management positions or roles at management committee / executive committee (ELT / Executive Board) level, Alixio Group also offers dedicated support in executive recruitment and Executive Search.
Finding the right profile, beyond the CV
Two candidates with comparable experience can have very different chances of succeeding in the same organisation.
Before launching the search, we therefore take the time to understand:
- the actual responsibilities of the role;
- the expected results;
- the team and organisational context;
- the essential technical skills;
- the level of autonomy expected;
- the interpersonal and management qualities required.
This scoping phase lets us focus the search on the criteria that genuinely matter, rather than on matching job titles.
Dual sector and functional expertise
Whether an appointment succeeds also depends on understanding the context in which the manager or expert will have to operate.
Alixio Group therefore combines sector and functional expertise to understand the need, identify relevant profiles
and assess their experience.
- Public Sector
- Financial services, banking and insurance
- Industry: automotive, aerospace and defence, food and agriculture, supply chain
- Retail and distribution
- Healthcare
- New technologies and telecommunications
- General management
- Human resources
- Finance
- Operations
- IT
- Communications and marketing
Our Partners know these environments from the inside. Their experience allows them to test candidates on their achievements and their ability to succeed in a comparable context.
How do we recruit a manager or an expert?
Scope the need
Clarify the context, the responsibilities, the objectives of the role and the criteria that will allow the future employee to succeed. Knowledge of the sector and the profession helps to refine the decisive criteria.
Identify profiles
Draw on our networks, our candidate communities and, where the need requires it, the direct approach to identify relevant profiles.
Assess candidates
Analyse experience, achievements, professional skills, motivations and the ability to operate in the company’s environment. Experience is measured against the realities of the sector and the function.
Bring objectivity to the decision
Where the stakes of the role justify it, complement interviews with evaluation or assessment programmes to explore skills and potential in greater depth.
Secure the selection
Support the final decision and onboarding to enable a successful start in the role and a good match between the candidate, their role and the company.
Conventional or accelerated recruitment?
Not every company has the same amount of time to recruit.
When a vacancy slows down the business, weakens a team or puts a project at risk, the speed of the search becomes a priority in its own right.
- Alixio Group can then take an accelerated recruitment approach, drawing quickly on its networks to identify experienced profiles, while keeping the level of assessment needed to make the right decision.
- When the need is temporary, or a role must be covered immediately, interim management can be an alternative, or it can be used during the search for a permanent appointee. Combining recruitment and interim management in this way is part of the Talent division’s approach.
And for larger recruitment needs?
Some companies need to recruit several similar profiles, strengthen a team quickly or temporarily absorb a large volume of recruitment.
In this case, our support can go beyond a role-by-role search and take the form of RPO (Recruitment Process Outsourcing), handling all or part of the recruitment process. This approach is particularly suited to recurring or large-scale recruitment campaigns.
How do you secure the assessment of a manager?
For a managerial role, mastery of the profession is not enough. The ability to make decisions, collaborate, bring a team on board and adapt to the organisation’s culture must also be taken into account.
Assessment can therefore cover:
- experience and achievements;
- professional skills;
- the ability to manage and decide;
- soft skills;
- motivations;
- fit with the context;
- potential for progression.
Depending on the role, these elements can be explored in greater depth through an individual or group assessment.
Why work with Alixio Group?
Find the right manager or expert for your organisation
Whether you want to strengthen a team, replace a manager, bring in rare expertise or fill a priority role faster, Alixio Group helps you define the profile you need, identify relevant candidates and make your decision with confidence.
Our combined knowledge of sectors and functions lets us look beyond matching a CV to a role, and find the profile that truly fits your environment.
FAQ: Recruiting managers and experts
How do you recruit a good manager?
The first step is to define what the manager will actually have to achieve in their context. Their professional experience must then be weighed against their ability to make decisions, manage a team, adapt to the organisation and deliver the expected results.
How do you recruit a hard-to-find expert?
Searching for a rare profile relies on precise scoping of the need, a direct approach to the market and drawing on specialist networks. The more specific the expertise, the more knowledge of the function and sector matters.
What is the difference between recruiting a manager and recruiting an executive?
Recruiting a manager focuses mainly on their ability to take on a function, lead a team and deliver the expected results. For an executive, the assessment places greater weight on governance, strategy, leadership and the ability to operate within a management or executive committee. Executive Search is then generally more suitable.
When should you use accelerated recruitment?
It makes sense when the role is permanent but has to be filled quickly. If the need is temporary, or a role must be covered immediately, interim management may be more suitable.
What is the purpose of assessment in recruitment?
Assessment takes the evaluation of a candidate further, analysing their skills, behaviours and potential against the situations they will actually face. It complements interviews when an appointment is high-stakes and calls for a more thorough evaluation.
