Search Services

ACS GLOBAL SEARCH SERVICES

  • Results Matter

    Results Matter! We are focused on the outcomes achieved, not on the effort or difficulty of the search. Our clients hire us to execute difficult searches and we do what it takes to deliver them top candidates in a industry leading timeline. We provide solutions and suggestions to overcome any issues that arise and market data to ensure we are engaging the best candidate for our clients

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  • Beyond Full Service Search Services

    All engaged searches with ACS Global Search includes our proprietary leadership profiling, full search and leadership development built into our process to ensure you are hiring the best talent. At ACS Global Search we do not outsource any process to lower level employees. We have proven that conducting the recruiting calls and inquires into candidates by ACS Senior Leadership has been key to delivering better candidates faster and generates a higher interest level in top talent for our clients. Many firms have lower level callers or assistants to make 1st contact and we know that 1st contact is the most critical time to engage and our client’s cannot afford to lose a top level candidate. We pride ourselves in being available 24 hours a day, 7 days a week. We do not take off for weekends when a search is being conducted.

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  • Agressive Timelines

    ACS Global Search has a proprietary search process that enables us to fully engage a search within 72 hours, provides unlimited reach and ability to target key talent and decrease industry average search time to 78 days versus 143 average.

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  • Search Services Fees and Solutions

    ACS Global Search manages a Lean process and organization and enables us to reduce our client cost for top talent and provide unique cost solutions that don’t exist with other firms. We have created an Alternative fee arrangement process to balance our client’s and our firms interests and needs. In return for investing our efforts and revenue resources in our client’s talent needs, we create a unique approach on a case per case basis and is held in strict confidence from Traditional fee schedules to highly complex agreements. Please contact us to discuss more details in confidence.

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  • KEY TURNING POINTS

    KEY TURNING POINTS: Executive Succession Planning and Development CEO Transition and Team-building Mergers and Acquisitions Strategic Shifts or Reorganization Senior Team Effectiveness

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  • Leadership for Tomorrow

    Leadership for Tomorrow CEO SUCCESSION PLANNING An organization’s ability to place the right leader at the top has never been more important to its performance and sustainability. As expert advisers on candidate assessment and the CEO selection process with in-depth knowledge of best (and worst) practices on succession, Spencer Stuart is uniquely qualified to assist boards with the important and complex task of CEO succession planning, helping organizations design a process that is effective, fair and credible.

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  • Have years of senior-level

    Have years of senior-level search experience, a thorough understanding of governance and board best practices and valuable insight about the top executive talent across industries. We have conducted nearly 700 CEO search and succession assignments worldwide in the past three years, facilitating a rigorous, board-centered process to help clients evaluate and develop potential options for long-term and short-term succession needs. We offer a proprietary approach to executive assessment that not only evaluates internal candidates’ performance and relevant experience in current and past roles, but also the skills that speak to their ability to succeed in more complex and demanding contexts, including their analytical capabilities, social intelligence and self-awareness.

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  • Boards have made great

    Boards have made great strides in CEO succession planning, adopting more sophisticated and nuanced processes and devoting more attention to their companies’ talent management programs. But in an environment marked by rapid and constant change, in which risks are greater, stakes are higher and there is less room for failure, boards must strive to continually improve their succession planning app.

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