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Executive Search

Knowing what talent you need is one thing. Finding that person is something different entirely.

In today’s market, the acquisition and retention of talent is unprecedently challenging and characterized by a divergence between employers and employees. On the employer side, rapid growth is increasing the urgency of successful talent acquisition and development.

On the employee side, shifting preferences around work-from-home balance, physical locations and compensation packages are pushing employers to adapt to new models and develop modernized employee value propositions. Even as things change, some things remain the same. The definition of high quality talent remains largely unchanged. And so has the process of finding it.
 

Pointe takes a different spin on recruitment firms. We excel at finding needles in haystacks. We've developed relationships with uniquely qualified experts across our industry verticals and our network continues to grow. Perhaps one of our experts should be working for you?

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How Pointe Can Help

Predictive analytics is a powerful tool to inform your decision-making and guide strategic initiatives. For it to be successful, it requires three key components: clarity on the need/purpose, high quality data, and advanced statistical techniques. This is where Pointe can help. With years of experience in both the curation of datasets and analytical modeling, we can develop evidence-based solutions for your most pressing strategic questions. 

This process typically includes:
Development of the strategic question and intended predictive output
Collection of data from relevant and reliable sources
Curating and mining the data in preparation for statistical analysis
Develop predictive model using some combination of time series, regression algorithms and neural networks
Train and test model for real-world deployment
Provide discreet insights to targeted questions
Deploy model for future iterations and use in your ecosystem

Case Studies

Case Study #1

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A leading professional services client was looking to hire 1 to 3 key audit technology executives in the US and UK markets. After identifying key parameters for target candidates, Pointe leveraged its existing proprietary advisory networks within the industry utilized its contact identificaiton framework to build a pipeline of audit technology talent. As a result, the client was able to fill key positions in both markets.

Case Study #2

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