A few times, when her schedule permitted, we have had the meaningful opportunity to act as a corporate consultant in Talent Acquisition as well as providing the task-oriented service of executing searches and recruiting across an entire company.
Companies will enjoy an opportunity to experience first-hand the many different recruitment processes, strategies and recruitment marketing techniques including the selection process and utilization of AI technology, predominantly used to support talent acquisition / recruitment efforts.
We have a wealth of talent acquisition experience gleaned outside the confines of one particular corporate recruiting department. Corporations that use contract recruiters to staff up for a large initiative should seriously consider this type of arrangement.
Every company aspires to have a world-class leadership team!
Every company aspires to recruit the very best most qualified person in every position throughout their company.
Every company, every day, executive management teams and investors compete aggressively for world-class talent.
We are here to help you!
How to attract, evaluate and recruit critical talent in a highly competitive and rapidly moving market?
What is the best choice of action?
Let's face facts, recruitment is a lot of work - especially to find and recruit the right person to fill your management team. Most executives have too many other day-to-day responsibilities to focus on rather than recruiting. There is a lot at stake and mis-hires are extremely costly to any organization in terms of dollars and morale.
Proactive Recruitment introduces everyone to your recruitment needs, whether or not they are actively looking to change career opportunities.
We've all seen it, the latest and greatest technology promising to fill your job openings and a whole lot more. In some cases, especially for active job seekers, this may suffice. However, passive recruitment is akin to throwing a line in the water and hoping a fish will bite. Passive recruitment is proven not effective with well employed professionals that are not necessarily interested in pursuing a new career opportunity.
Several studies have shown that unless presented and urged personally to consider another career opportunity, these individuals simply wouldn't consider answering an advertisement. Proactive recruitment on the other hand is "headhunting" and as deployed at Gaia Human Capital Consultants pursues everyone that appears to be a great fit versus our clients' requirements.
With decades of retained executive search & talent acquisition experience, Gaia Human Capital Consultants fully appreciates the situation that many companies face when deciding how to recruit, evaluate and select critical talent. In a highly competitive and rapid moving market, most often the best way to identify and recruit the talent required for your company’s growth and success, is to understand a thorough and well-executed highly confidential and PROACTIVE professional search.
Is technology the most important driver of talent to your organization?
Gaia HC believes that technology alone will not necessarily attract world-class talent. Years ago, a prominent impact technology and cleantech venture capitalist, having invested in companies including SolarCity, Tesla, Nextracker, Advanced Microgrid Solutions, Primus Power and several others, proclaimed that the three most important criteria in selecting an investment was “Management, Management, Management!”
As the marketplace has matured and so many additional factors have distinguished success from failure, it could be argued that five components that equate to a successful opportunity are 1) the market, 2) policy, 3) innovation, 4) corporates and 5) human capital (management).
. . . Are 110% loyal and committed to your business and personal success;
. . . Take pleasure and aim to be long-term friends and value trusted partners in your company’s success;
. . . Take the time to thoroughly understand your business, leadership, team, markets, challenges, strengths, weaknesses, technology, culture & values and aspirations;
. . . Enjoy a positive brand and professional reputation having been in business since 2006;
. . . Have a great deal of hands-on experience in your cleantech and sustainability impact business;
. . . Are exceptionally well-connected in your sector and having been in the cleantech and sustainability sectors for a decade, know where to find the right talent given your requirements;
. . . Are professional yet unflinchingly competitive;
. . . Have significant technology and social media resources available to aid in searches;
. . . Are outstanding PROACTIVE aggressive recruiters - headhunting as it should be done. We do not rely on “post and pray” activities but rather cold call and institute a constant aggressive and highly professional recruitment / marketing campaign;
. . . Have been employed in a responsible “internal” talent acquisition function;
. . . Are flexible in terms of different components that relate to our engagement and search including; cost, process, presentation of candidates, time-to-fill, preference for confidentiality;
. . . Have a larger pool of candidates and companies to recruit from - including outside of the greater cleantech / sustainability industry;
. . . Are “high-touch” client consultative AND execution focused;
. . . Are extremely thorough in our search assignments to competition;
. . . Have a proven process to evaluate talent relevant to our client’s needs;
. . . Often add value in several consequential ways including, introduction to capital raising and pertinent strategic and operational relationships, legal counsel, business development & sales, media relations, technology innovation, industry leaders, etc;
. . . Embrace environmental sustainability as a critical core value;
. . . Are a minority owned firm;
. . . Adhere to and specialize in diversity recruitment & employment. We greatly value, respect and share our client commitment to building diverse leadership teams and workforces that represent the multitude of differences in society.
Q: Will Gaia Human Capital Consultants agree to engage clients on a "contingency-fee" basis?
A: No, Gaia Human Capital Consultants will only engage clients on a "retained-fee" basis or hourly rate. As Executive Search Consultants in the Cleantech, Renewable Energy and Sustainability industries, we are extremely experienced, knowledgeable and well-connected.
Q: Does Gaia Human Capital Consultants accept unsoliciated resumes from prospective candidates?
A: Yes, send your CV/resume accompanied with a brief confidential note offering your geographical preference and compensation requirements to firstname.lastname@example.org
Q: Does Gaia HC conduct client executive searches in geographical areas outside of the San Francisco Bay Area?
A: Yes, absolutely. We have represented clients from all regions of the U.S., Europe and Asia.
Q: Who will be managing our search?
A: Dawn Dzurilla, Founder & Managing Partner manages and executes all Gaia HC client search assignments.
Q: What is meant by conducting a "proactive" search strategy?
A: The term has a double meaning. 1) A forward thinking approach to sourcing talent, engaging prospective hires prior to a position opening - builds a pipeline of qualified individuals ready and able to work once a position becomes available. 2) defining how to attract talent. As its name suggests, is a group of aggressive yet professional headhunting methods used to attract individuals whether or not they are actively looking or on the job market. cleantech executive search renewable energy recruitment