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Posts Tagged ‘Mexico Executive Search’

Leadership Consulting – São Paulo

March 22nd, 2009
Darcio Crespi, Ana Paula Chagas, Steve Langton, Jose Ruiz, Manoel Rebello and Dominique Einhorn

Darcio Crespi, Ana Paula Chagas, Steve Langton, Jose Ruiz, Manoel Rebello and Dominique Einhorn in Sao Paulo office

Steve Langton (Sydney), Global PMP of Leadership Consulting, recently visited the Sao Paulo office to discuss Leadership Consulting in Latin America.

About Heidrick & Struggles
Heidrick & Struggles International, Inc. is the world’s premier provider of senior-level executive search and leadership consulting services, including talent management, board building, executive on-boarding and M&A effectiveness. For more than 50 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles executive recruiters and leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. In Mexico, Heidrick & Struggles operates offices in Mexico City and Monterrey. For more information about Heidrick & Struggles please visit www.heidrick.com

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Global Talent Index

March 8th, 2009

globaltalentindexHeidrick & Struggles: We know talent

If we consider talent to be a global commodity, as precious as oil or water, then it should be possible to analyze it as a commodity. To predict supply and demand. This study is an attempt to identify future trends around talent availability in national markets, in order to provide reliable data on an important challenge facing our time.

A combination of quantitative and qualitative data has been used to create the Global Talent Index; the quantitative data was collected from internationally respected sources such as UNESCO and population figures were based on UN projections. Some measures demanded a more qualitative approach, which was provided by the Economist Intelligence Unit’s network of country analysts.

[Go to Global Talent Index Website]

About Heidrick & Struggles International, Inc.
Heidrick & Struggles International, Inc. is the world’s premier provider of senior-level executive search and leadership consulting services, including talent management, board building, executive on-boarding and M&A effectiveness. For more than 50 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles executive recruiters and leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. In Mexico, Heidrick & Struggles operates offices in Mexico City and Monterrey. For more information about Heidrick & Struggles please visit www.heidrick.com

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Aerospace in Mexico

March 8th, 2009

Aerospace in Mexico

Bombardier gives boost to Mexico’s aerospace industry
Building jet airplanes has long been the domain of advanced industrial nations. Now Mexico is trying to join the club by hitching a ride…

Originally published May 27, 2007
By Marla Dickerson and Carlos Martinez
Los Angeles Times

 

QUERÉTARO, Mexico — Building jet airplanes has long been the domain of advanced industrial nations. Now Mexico is trying to join the club by hitching a ride with a Canadian aerospace company.

Montreal-based Bombardier Aerospace broke ground this month in this central Mexican city on a massive complex to build wiring harnesses, fuselages and flight controls.

The company, best known for its Learjets and other executive jets, already employs 450 workers here. It plans to have 1,200 by the end of next year.

Since it began production in temporary quarters in May 2006, Bombardier has hit the throttle.

Its Mexican employees are cranking out sub-assemblies such as tail rudders and stabilizers two years before the company had planned.

Mexican officials project Bombardier will start assembling complete planes here within five years. Company officials won’t make any promises. But it’s clearly on their radar screen.

“There is no doubt in my mind that if we stay focused the way we are now … that (Mexico) can do the same as we do in Canada or Europe or the United States,” said Real Gervais, director general of Bombardier’s Mexican operations.

Industry experts are dubious. Some suspect Bombardier’s talk of building aircraft here is a ruse to keep Canadian unions in line.

But if it comes to pass, Mexico would be one of the few developing nations doing final assembly of sophisticated planes.

“This is the great objective that we all have, not only Querétaro, but the nation,” said Renato Lopez Otamendi, secretary of sustainable development for the state of Querétaro.

Mexico’s aerospace industry comprises about 125 companies and 16,500 workers. Once little more than a low-cost job shop for U.S. aerospace suppliers, Mexico is handling increasingly sophisticated tasks.

A General Electric subsidiary employs 500 aerospace research and development workers in Querétaro. Some large aircraft maintenance operations are setting up shop.

U.S. imports of Mexican aerospace products totaled nearly $178 million last year, up 60 percent from 2000. Total aerospace exports topped $500 million in 2006, according to Mexico’s Economy Secretariat.

Government officials want to keep Mexico moving up the supply chain. While it has no ambitions to launch its own national program, as China is planning, it wants more high-value tasks from big companies, including structure and design work and final assembly.

“The big challenge for our country is to move toward a technology economy, toward a knowledge-based economy,” said Eduardo Solis, head of investment promotion for Mexico’s Economy Secretariat.

Mexico doesn’t have much choice. It’s fast losing basic industries such as textiles to nations with cheaper labor. So Mexico is looking to capitalize on its success at building products such as automobiles.

Aerospace carries a special cache. The industry has a huge “pulling” effect on other industries such as electronics and metallurgy. Countries that can build something as complex as a jetliner are viewed as having their industrial act together.

“It’s a big deal,” said consultant John Walsh of Maryland-based Walsh Aviation. “But there are a lot of hurdles to getting into the big leagues.”

Developing countries produced less than 10 percent of the aerospace parts imported by the U.S. last year, according to U.S. government figures.

The industry is capital-intensive and highly regulated, said Richard Aboulafia, aerospace analyst at Virginia-based Teal Group. He said the world’s plane builders produced fewer than 3,600 turbine-powered aircraft last year — so there’s little incentive for new competitors to jump into the business. Existing players don’t need vast amounts of cheap labor; they need highly skilled factory hands. Quality demands are relentless.

“This industry doesn’t favor mass production with lots of workers,” he said. “Productivity is the name of the game.”

Still, developing nations see opportunities. Despite previous failed efforts, China plans to develop large cargo and passenger aircraft to serve its burgeoning aviation market. Brazil’s Embraer has made a global splash with its small regional jets.

Embraer’s biggest competitor is Bombardier. The Canadian company is the world’s No. 3 aircraft maker behind Boeing and Airbus. Its main products are business jets, which are experiencing soaring demand, and regional jets, a segment that is struggling. The company has laid off thousands of workers in recent years and is under pressure to reduce costs. That was a major factor in its decision to put a facility in Mexico.

Bombardier’s interest in Mexico began with former Mexican President Vicente Fox, who persuaded company officials to consider including his nation in their global manufacturing network. After a lengthy search, Bombardier in late 2005 settled on Querétaro, an industrial hub of 1.6 million people 140 miles northwest of Mexico City. It is home to a number of research centers and multinational companies attracted by its solid universities and educated work force.

The city’s international airport, which opened in 2004, was a particular attraction for Bombardier. That’s where it is building its new complex, part of the company’s plans to invest $200 million in Mexico by 2016.

The temporary plant is running at full capacity. Workers are producing wiring harnesses for CRJ 700 and CRJ 900 regional jets, and for Challenger 300 and Global Express executive jets. Plans call for Mexico to become the main producer of the electrical guts for all Bombardier planes. It’s typical of the labor-intensive work being outsourced to lower-cost countries.

Still, Bombardier’s Mexican employees have proven capable of more complex tasks. Workers in blue polo shirts and safety goggles build the center fuselages for Challenger 850 executive jets and flight controls for the Q400 turboprop regional aircraft. When the new facilities open, they’ll assemble aft fuselages for Global Express business jets.

Plant manager Gervais said managing those high expectations is a big challenge. The company has attracted many qualified workers, some of whom left better paying jobs for Bombardier.

Gervais said their enthusiasm is first-rate, but their productivity and leadership abilities aren’t — not yet, anyway. The learning curve to build planes is steep. He said it will take years for his team to acquire the needed experience. Mexico must seal a safety agreement with the U.S. so that aircraft made here would pass muster with American aviation authorities, he added. Suppliers would have to commit to join Bombardier in Querétaro. The company now imports most of the components it needs, a time-consuming hassle.

“We need to build the base of the aerospace industry (in Mexico) before we start designing planes and manufacturing complete planes,” Gervais said.

Querétaro officials are pushing to make it happen. A local university created a technician program within weeks of Bombardier’s commitment to Querétaro. The state is building a $50 million aeronautic training center. It recently hosted a group of 20 potential suppliers to persuade them to set up shop.

Consultant Walsh is skeptical about Mexico’s chances. He said Bombardier has a history of shifting work around as a bargaining tool in labor talks.

Workers such as Maribel Rojas Morales hope he’s wrong.

“We’re improving every day,” said the 24-year-old wire harness worker. “We can do it.”

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What You Should Know About Recruiters

February 28th, 2009

By Ralph Protsik, Managing Director | BSG TeamVentures / Boston Search Group, Inc.

At some point in your career — probably sooner rather than later — you will be dealing with recruiters (a/k/a headhunters). You may be looking for a new position (actively or passively) or you may be hiring; in some cases you may be doing both at the same time. In any event you’ll find a basic knowledge of recruiters valuable as you manage your career.

The first thing to note is that recruiters come in different flavors. Some work on retainer only — they take money (retainers) from clients to fill specific positions. This means their commitment and loyalty are to the client and not the candidate. In effect, they care less about which candidate is hired than about making sure he or she is the best person for the job. They also realize, however, that a candidate spurned by one client for one position could become the lead candidate for another search assignment for another client.

Typically firms working on retainer recruit from a target list of competitors and assemble a “short list” of prospective candidates who are interested, affordable, and (if relevant) relocatable. Each candidate has been evaluated on the basis of such criteria as industry/market knowledge, leadership skills, and record of performance. This short list may be as few as three candidates or as many as six. The client then interviews these recommended candidates over a week or two period and selects the one who best fits the position requirements and company culture. In many cases interviewing takes place linearly — as candidates are evaluated and recommended by the search firm — and not in one intense, multi-candidate time frame.

Other recruiters work on a contingency basis — they get paid only if they are successful placing a candidate. The better contingency recruiters take time to understand a client’s needs and a candidate’s match for a position, then bring the two parties together. They may present one candidate only…or they may present several. In many cases the client is also interviewing candidates from other sources-other recruiters, the client’s internal network and HR department, referrals, and job boards. If the recruiter loses out to one of these internal candidates, he or she loses the placement fee. The incentive therefore is to get their candidate placed.

A basic difference between retainer and contingency recruiters then is that the former always represents the client; the latter often represents the candidate. This is especially true when a contingency recruiter is actively and aggressively marketing a candidate to multiple clients simultaneously (a successful but unhappy stock broker, for example, or someone relocating for personal reasons).

An exception to this generalization is where a contingency recruiter secures an exclusive (but still contingency) contract to fill a position, i.e., that recruiter is the only recruiter working on the position. In this situation the recruiter may act like a retained recruiter — presenting the position as his or hers and offering several candidates to the client — even if the client also may be generating candidates from its own network. The placement fee is still contingent on hiring, however.

Another difference among recruiters is that some are generalists (they work in many industry sectors and functional areas) while others are specialists (they work in one or a small number of industry sectors or functional areas). By devoting his or her practice to a sector as specific as toys or semiconductor manufacturing, the specialist brings industry knowledge and contacts to each search…but at the price of vulnerability should that sector experience a downturn. The generalist, on the other hand, while being better protected during times of economic uncertainty, runs the risk of losing searches to other recruiters with a deeper database and a fundamental understanding of the players and practices in that industry.

Recruiters also may specialize by functional role — sales, technology, finance, etc. A sales specialist may work in many industry sectors and at different levels of sales management. By focusing on sales positions, these recruiters bring a different sort of expertise to search assignments, for example, an understanding of the “sales mentality” and knowledge of commission-based compensation plans.

Executive recruiters who do retained work tend to be better paid and more knowledgeable than do those who do mostly contingency recruiting. They also typically work on positions that pay more than $150,000 per year. At the highest levels, retainer recruiters and their firms may do only C-level searches on a national basis-those high-visibility searches for Fortune 500s.

Resumes, of course, are critical to both types of recruiters. Searches typically begin with a resume database search for “low-hanging fruit,” both those in the firm’s own database and in subscription databases such as Monster, Ladders, 6FigureJobs, Execunet, and others. In addition, many firms have a process that allows applicants to manually enter their resumes into the company’s applicant tracking system through the company website.

What does this mean to you and your career? A few guidelines:

  • Always return a recruiter’s call or email. You never know where it may lead.
  • Always help recruiters with referrals if you have referrals to make. They will remember you when that next great opportunity comes along.
  • Find time to get to know a few retainer recruiters well. Give them an idea of your career aspirations and possible next steps. If you are in a position to give them some search work, do so-it will engender their gratitude and loyalty.
  • When a recruiter calls, find out how he or she is operating — on retainer or contingency. If the latter, do they have an exclusive or are other recruiters also working on the position? Pay more attention to retained recruiters — in general you will be treated better and get better information from them.
  • Ask recruiters who call you on a position if they have a list of their Best Practices they can send you. If they don’t, ask them to tell you exactly what you can expect from them if you decide to throw your hat into the ring.

If you are actively in the market, find a contingency recruiter willing to market you. First put the recruiter through some hoops — how well do they now your industry, how much time are they willing to spend to get to know you and your objectives, how well will they represent you and your reputation?

If you are actively searching, your best approach is to submit your resume via a referral or with background homework on the recruiter and his or her specialty, or both. And submit by email and not by fax or postal mail. In the absence of referral, check to see if you can enter your resume and cover letter through the company’s website.

Like other relationships you develop in the workplace, those with recruiters need care and feeding. Make it part of your job, do it often…or potentially find yourself with no place to turn when you most need help with your career.

Copyright 2008, Ralph Protsik, Managing Director,
Boston Search Group, Inc.

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A Good Leader in Times of Economic Crisis

February 27th, 2009

By Jose Ruiz

What a difference context makes in our perceptions of leadership.  After 9/11 I once asked a group of friends from New York what they thought of Rudolph Giuliani. They unanimously replied that he was a great leader – decisive, assertive, and determined, with the ability to inspire a sense of security in a time of fear and crisis. When Mayor Giuliani later ran for President I asked the same group the same question.  They then said, again unanimously, that he was a poor leader – stubborn, hard-headed, and prone to making unilateral decisions. 

In a context of immediate crisis, Giuliani’s character and management style had made him appear to my friends to be an exemplary leader.  But when the context changed from an immediate crisis to the challenge of leading a nation of many voices and political differences over the long term what they had once seen as decisiveness and assertiveness struck them as inflexibility.  

Certainly, decisiveness, assertiveness, and determination are typically cited as key traits for a great leader.  So are integrity, intelligence, self-confidence, and – in the world of commerce – general and industry-specific business acumen.  But as the work of Heidrick & Struggles with boards and CEOs over many decades shows and as a series of recent conversations with leaders and others confirms, there are other, often overlooked traits of leadership that enable leaders to stand the test of time.  It is these traits, coupled with the other more obvious leadership qualities like decisiveness, that are particularly valuable in times of deep and prolonged crisis like the current recession.  

“The key is adaptability,” says Gilad Langer, Product Strategist and Technical Leader at Camstar Systems, a leading provider of enterprise manufacturing execution and quality systems.  He explains that people who are continuously perceived as great leaders adapt to what is required at each moment to remain effective influences on the teams they lead.  As business technology consultant Gary Clarke, puts it, “The qualities of leadership that are respected and admired by others shift with the demands of time and as the group’s needs and perceptions shift as well.”   About the current economic situation he says, “Right now, someone who can demonstrate empathy, clarity and sacrifice would be nice to see as opposed to greed and aloofness.”  George Dakos, Managing Director of Stedima Business Consultants, Athens agrees. “The great leader,” he says, “should be able to act as a beam of courage and optimism for others when they are hit by the crisis blues.”

However, that doesn’t mean that employees want to be shielded from the truth.  Most people when asked what they expect from their leaders in times of economic crisis say they want honest communication and transparency. Avi Singer, Director of Organizational Development at Undertone Networks, an online advertising network, calls it “sincerity.”  He points out that people would much rather hear bad news, prepare themselves, and act rather than live in anxiety. As an executive from a Fortune 100 company observed after she was laid off: “I’m concerned about my future, but I’m grateful to the organization for the way they went about doing things. The public announcement regarding cuts was made on Monday. They told us who was being laid off on Tuesday, and on Wednesday the CEO announced it was over.”

Many people agree that empathy, transparency, and other traits that provide comfort and stability are what employees want in their leaders now. However, a leader’s responsibility goes beyond what people want now.  Leaders must also bear the burden of balancing current needs against the needs of the future, a balancing act that requires courage, especially in times of economic crisis.  Says Kevin Kelly, CEO of Heidrick & Struggles, “Courage in leadership is about making decisions that are for the benefit of the organization over oneself.” 

As these conversations indicate, these uncertain times call for leaders with a subtle mix of characteristics.   They must provide comfort and stability, show empathy, exude optimism, proceed transparently and sincerely – all while making difficult decisions, taking courageous action, and decisively guiding their teams.  That’s a tall order, but we’ve seen it fulfilled time and again by great leaders in times of crisis.

Jose Ruiz is a Principal in Heidrick & Struggles’ Monterrey office. As an Executive Recruiter / Executive Search Consultant he has served multinational clients in industrial sectors and consumer markets. He can be reached at +52 (811) 1771-4507 or jruiz@heidrick.com

About Heidrick & Struggles International, Inc.
Heidrick & Struggles International, Inc. is the world’s premier provider of senior-level executive search and leadership consulting services, including talent management, board building, executive on-boarding and M&A effectiveness. For more than 50 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles executive recruiters and leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. In Mexico, Heidrick & Struggles operates offices in Mexico City and Monterrey. For more information about Heidrick & Struggles please visit www.heidrick.com

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What makes a good leader in times of economic crisis?

February 12th, 2009

I remember asking a group of friends from New York after 9/11 what they thought of Rudolph Giuliani. The response was that they believed he was a great leader. They described him as decisive, assertive and determined, able to inspire a sense of security in a time of fear and crisis. When Giuliani was running for President I asked the same group what they thought and they said they believed Giuliani was not a good leader. He was stubborn, hard headed and made unilateral decision. It was obviously not the answer I was expecting but made me realize that at the time, in crisis, Giuliani’s character and management style made him a good leader but his style was not perceived flexible enough and at least this group of individuals felt that he did not evolve as circumstances and the environment changed.

What makes a good leader? His character and style? My hypothesis is that that it is his/her ability to adapt to what is required at the time to successfully guide the people that he/she leads. What makes a good leader in times of economic crisis?

Please comment!

HR Management in Mexico, Mexico Executive Search , , ,

Heidrick & Struggles Cross-border Teaming

January 30th, 2009

By Caroline Lamot

CHICAGO (January 30, 2008 ) — Heidrick & Struggles International, Inc. (NASDAQ: HSII). In a great story of how Heidrick & Struggles teams across borders, Terry Chuah (Menlo Park), Ignacio Perez (Mexico City) and Jose Ruiz (Monterrey) worked together to answer a client’s needs in a way that only Heidrick can.

Navman Wireless Holdings is a leading global provider of vehicle tracking and fleet management solutions. Headquartered in Chicago, the company is private equity-backed and was formerly a part of Brunswick New Technologies, a division of $5 billion Brunswick Corporation.

The company is a great client of Heidrick & Struggles – Terry completed a Chief Technology Officer search for the firm last year so when they needed a GM for their new Mexico operations to be headquartered in Monterrey, Heidrick & Struggles was the obvious choice. In a fortuitous confluence of the interests, Heidrick & Struggles is setting up an office in Monterrey and could offer real and local market expertise.

“This is a great example of why Heidrick & Struggles works so well on a global basis,” said Jose Ruiz, the lead consultant on the search and a principal in the Monterrey office. “Our unique ability to combine the strong existing US-based relationships with regional market knowledge and expertise is key.”

About Heidrick & Struggles International, Inc.
Heidrick & Struggles International, Inc. is the world’s premier provider of senior-level executive search and leadership consulting services, including talent management, board building, executive on-boarding and M&A effectiveness. For more than 50 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. For more information about Heidrick & Struggles, please visit www.heidrick.com.

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Heidrick & Struggles Adds New Principal to Industrial Practice in Latin America

January 29th, 2009

CHICAGO (January 29, 2008 ) — Heidrick & Struggles International, Inc. (NASDAQ: HSII), the world’s premier executive search and leadership consulting firm, today announced that Jose Ruiz has joined the firm’s Monterrey office as a Principal in the Industrial Practice, with the additional responsibility to continues the firm’s expansion to the Northern Mexico.

“With a robust experience in engineering and operations management working for manufacturing organizations in the US and Mexico within the aerospace, automotive, medical device and other industrial sectors, Jose will be instrumental to our growth strategy in the country and regionally”, said Manoel Rebello, Regional Managing Partner, Latin America. “We are pleased to welcome Jose to Heidrick & Struggles.”

Jose joins Heidrick & Struggles from a boutique executive search firm based in San Diego, CA, where he was the Managing Partner. Previous experience includes serving as VP and General Manager at Holley Performance Products. Prior to that, Jose held positions in organizational development, human resource, quality management, project management and equipment design with Frisa Forjados in Monterrey, NL and Energy Labs Inc. in San Diego, CA. He is a member of the Society of Automotive Engineers (SAE) and the Society of Manufacturing Engineers (SME).

Jose holds a bachelor’s degree in Mechanical and Electrical Engineering from the Instituto Technologico y de Estudios Superiores de Monterrey. He is fluent in English and Spanish.

About Heidrick & Struggles International, Inc.
Heidrick & Struggles International, Inc. is the world’s premier provider of senior-level executive search and leadership consulting services, including talent management, board building, executive on-boarding and M&A effectiveness. For more than 50 years, we have focused on quality service and built strong leadership teams through our relationships with clients and individuals worldwide. Today, Heidrick & Struggles leadership experts operate from principal business centers in North America, Latin America, Europe and Asia Pacific. For more information about Heidrick & Struggles, please visit www.heidrick.com.

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Contact
Paula Barifouse at +55 11 5504 4058 or pbarifouse@heidrick.com

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Executive Search in Northern Mexico

January 21st, 2009

Monterrey, just a few miles south of the  US border, is one of the three most important cities in Mexico and a modern industrial and business center.  The Heidrick & Struggles’ office in Monterrey has differentiated itself by understanding the unique cultural and business environment of Northern Mexico and the border region bringing senior level talent with proven success in a multicultural and business environment.

We serve client organizations in every industry, identifying executive leadership talent for senior management positions and boards of directors. Our consultants specialize in one or more of the following specialty areas: Board of Directors, Consumer, Financial Services, Health Care, Higher Education/Nonprofit, lndustrial, Technology, and Professional Services.

We are dedicated to building long standing relationships with our clients by providing the highest standard of service and placing our clients’ needs first.

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Executive Recruiter jumps ship to Heidrick & Struggles

January 17th, 2009

Posted by: Diane Brady (Newsweek) on January 14

Even though executive recruiting giant Heidrick & Struggles announced in December it would reduce its global headcount by 10-15%, the Chicago-based firm is still doing some hiring and capitalizing on the downturn to lure top talent from rivals.

John Wood, a partner at privately-held firm Spencer Stuart, is moving to publicly-held Heidrick & Struggles. At Spencer Stuart, Wood, 55 did 85 CEO searches in the last 10 years, and helped place Douglas Conant, the CEO of Campbell Soup, William L. McComb, the CEO of Liz Claiborne and Mark P. Frissora, the CEO of Hertz. At Heidrick & Struggles, he will be a vice chairman focused on CEO and board member searches, typically the most lucrative area in executive search.

Wood says he made the move because of Heidrick’s CEO L. Kevin Kelly. “Kevin’s vision of how this business model is evolving is very exciting,” he says. “One of his comments to me is that this is a fairly antiquated business model and doesn’t acknowledge the impact of technology on CEOs, executives and their businesses.”

In December, the two publicly traded search companies Heidrick & Struggles and Korn/Ferry International said they saw the search business drop off dramatically in November. Heidrick said new searches or “search confirmations” were 20% below expectations.
At Korn/Ferry, meanwhile, new searches shrunk by 40-45%. Privately-held rivals Russell Reynolds, Spencer Stuart and Egon Zehnder did not fare much better, according to analysts.

But Wood’s move and the news today that Yahoo! has named a new CEO, Carol Bartz, a search that Heidrick & Struggles conducted, indicate business may be not be booming but restless executives are helping it along.

http://blogs.businessweek.com/mt/mt-tb.cgi/12991.1387613361

Mexico Executive Search ,

Jose J. Ruiz | Executive Recruiter
Heidrick & Struggles | Executive Search in Mexico