Quality Wins Plus ...
Credentials
Performance
Process
Code of Ethics
Compensation Guarantee

Quality Wins

Executive Search International is a referred company. Since the Company's inception in 1977, the number of completed search assignments has maintained a strong annual growth rate. This success is a measure of the confidence and faith entrusted in our team. Experience and maturity in the search industry allow us to continuously improve our quality performance.

Plus...

The Company's search capabilities are worldwide in scope. We have resources in the leading countries and cities of the world. 
 
Moreover, with state-of-the-art communications technology, we invariably have real-time contact with our sources. ESI is accessible to clients around the world, around the clock. 
 
Our in-depth involvement in the industry and the vast volume of information and intelligence we gather daily, permit us to introduce talents in a targeted and uniform way. Thus, ESI can respond with equal competence the call for a Concierge in Zurich, a Chief Executive Officer in New York, and a General Manager in Hong Kong.

Credentials

Since 1977, ESI has been in the business of recruiting candidates whose talents, personal objectives and professional skills are in harmony with the needs and demands of the hotel industry we serve. References can be furnished at every level in the United States, Canada, Europe, Africa, the Middle East, Asia, Australia, South America and the Caribbean.  
 
ESI offers a highly specialized style of personal service. That is why our company is comprised of a select group of professionals with an unusual combination of qualifications: exceptional inter-personal skills; sensitive perception of each client's organization and corporate culture, and the ability to evaluate candidates so that we may achieve the ideal match of person with position.

Performance

ESI assignment capabilities are based not only on our professionalism but also in equal measure on the preservation of confidentiality and on our perception for sensitive personnel situations. We act with discretion at every step. 
 
Each search assignment begins with a study of the position to be filled and the environment of the company. Although we may have an understanding of the client organization from previous work, we take nothing for granted. We review it again in the context of the current situation.Only then does the search begin for outstanding candidates. The "finalists" are evaluated and compared not only for their professional abilities and business records, but also for personal characteristics such as stability, motivation, personal goals, management skill, style, strengths, weaknesses; plus whatever might have a bearing on the position to be filled. 
 
Each candidate presented by ESI has been apprised of the position to be filled and has demonstrated serious interest in the opportunity for which he/she has been introduced.

Process

1. Careful study of the job description, client's needs, hotel location, corporate climate, management skill requirements, salary parameters, etc. 
2. Meet for internal and external brainstorming and networking sessions to see who is available and who is suitable. 
3. Identify every candidate in our database that matches the search specifications. At this point we may review 20 to 60+ possible candidates.  We will research their resumes and narrow the list down to 5-10 potential candidates. 
4. Phone or personal contact with potential candidates. Up front we will focus on three criteria: a) Do the candidates have the appropriate background; b) Are they willing to change jobs for the opportunity, and c) Are the candidate's goals in line with your goals, both short and long-term. 
5. Presentation of a shortlist of candidates who match the specs, and more importantly, are seriously interested in the position. 
6. Presentation of candidates will include why we feel these candidates match. Also, we will give you the reason(s) they are interested in talking with you. We will forward the resume of those whose candidacy we feel will be worth pursuing. 
7. Once we agree on a face-to-face interview with you, we will prepare the candidate for the interview. 
8. After the first interview, we will debrief the candidate to find out why he/she may or may not be attracted to this opportunity. We will share this with you and ask you why you feel this candidate may or may not fit. 
9. At this point, we will conclude reference checking. We will do the basic reference checks and will also conduct some confidential reference checking. We will share this with the candidate. If he/she has a problem with this, a red flag will go up and we will double-check his/her suitability. 
10. When we have completed the reference checks and everything is as expected, and you want to hire the candidate, we will guide the candidate through a counter offer process. We will prepare him for the moment he will resign. We will prepare him for a counter offer his company may make. We want to make sure that once you extend an offer, the candidate will be there on the start date. 
11. Once you give us the green light to make an offer to the candidate on your behalf, we want to make sure that he/she will accept within 3 workdays. 
12. We will get the candidate mentally prepared to say yes--or no--and to accept, sign the offer and send it back to you. 
13. We will remain in contact with the candidate until his/her start date and through the first 60-90 days of employment. 
14. Likewise, we will be in contact with you to make sure you are happy with the candidate's performance. 

At Executive Search International, we serve our colleagues throughout the world with honesty, integrity, team spirit, dedication and professionalism. Our ultimate objective is to achieve our client's optimal satisfaction.

Code of Ethics

It is ESI's mission to remain, after 30 years, cutting edge and the leader in our field. We pledge to every client and candidate that we are committed to deliver superior value and the highest level of service. The trust and loyalty placed in us impose obligations of responsibility and duty to which we dedicate ourselves. From our early career experiences as hoteliers ourselves, we are today truly "colleagues serving our colleagues" worldwide. 
 
In the execution of search engagements for our clients, we pledge that we will:

• Serve our clients loyally and protect their interests at all times when performing assignments
• Respect confidential information entrusted to ESI by clients and candidates
• Perform all search consulting assignments competently, and with an appropriate degree of knowledge, thoroughness and urgency
• Conduct our business activities with the utmost of integrity and avoid conduct that is deceptive or misleading
• Exercise objective and impartial judgment in each search consulting assignment, giving due consideration to all relevant facts
• Strive to be accurate in all communications with clients and candidates and encourage them to exchange relevant and accurate information
• Support equal opportunity in employment and objectively evaluate all qualified candidates
• Avoid, or resolve through disclosure and waiver, conflicts of interest

Compensation/Guarantee

Search assignments may involve sensitive situations of organizations. Judgments and perceptions of people are important. Mutual trust between the decision makers and ESI is needed because every contingency of the search process cannot always be specified. In this framework, here are the terms for financial compensation:  
 
ESI serves on a PARTIAL RETAINER or EXCLUSIVE CONTINGENCY basis to suit a client's specific need. A placement fee of 30% is paid by the employer and is based on the successful candidate's annual base salary plus sign-on bonus and a reasonable estimate of housing and full maintenance, if and when afforded. For Exclusive Contingency assignments, ESI is entitled to charge up front a non-refundable Engagement Fee, the amount of which is determined by the scope of the position and the degree of difficulty of the search. 
 
ESI's GUARANTEE for placed candidates is 90 days. This guarantee will be protected if payment is received within 15 days of the first day of employment. No replacement would be offered in the event of redundancy, promotion, in-company transfer, acquisition or merger of the company or the elimination of the position. Credits will not be issued and guarantees cannot be assigned to any other position or to the same position at a later date.