A recently completed search for a CFO for an aerospace manufacturing company presented the following executive compensation insights:
The Problem BSG Discovered: Newly hired executives often struggle in their first 6+ months in a new company & role, failing more often than any client (or new exec) wants to admit.
The Answer BSG Developed: Executive Integration Assessment
Software-delivered 360-surveying done at key 30-day pulse cadence for newly hired executives and any internal executive in a new role.
The Executive Integration tool (EI) has been developed by BSG to bring rigor to active monitoring of new executive hire onboarding and performance. At its core, it’s a 360-degree pulse survey that goes to key stakeholders critical to success in the new candidate’s role, as well as to the candidate themselves.
Minimum Number of Participants
A minimum of 5 internal company stakeholders need to participate to make the results representative, with a preference for up to 10, across the functional and leadership spectrum.
We get asked a lot of questions. That is natural—after all, when you're considering who to place your trust in for a high-level upcoming executive search you're going to need to cover all the details up front. But in our 20-year experience we have detected a clear pattern of the most frequently asked questions and concerns from prospective clients.
We've gone ahead and compiled them here, as answered by Managing Director Clark Waterfall. He's (quite literally) heard it all and answered it all before. We invite you to join him and get to know BSG.