You’ve applied for a role: What next?

If it’s your first time applying for an executive position, you might find it to be a little different to any previous recruitment process. I'm here to explain what to expect once you've submitted your application and hope to give you a better understanding of how we work at Page Executive. 

By Maya Nguyen, Partner, South East Asia

In-house application review by our team

Once you submit your application, our first step if you evaluate whether your skills and experience fit with the role on paper.  While we carefully review every application we receive, and do our best to uncover the unique qualities that may set you apart from the competition, the high volume can often mean we are unable to contact you if we don’t see a clear fit. Saying that, should we recognise any specific potential in your profile, we may wish to reach out to explore other avenues that might be of interest. 

Initial contact from a Principal or Partner

If we feel that your profile aligns with the position, a partner or researcher will usually schedule an introductory meeting. We use this conversation to delve into the strategic dimensions of your current or past roles and the breadth of teams under your management. We also use it to gain a good understanding of your own expectations while setting the stage for success in the interview and onboarding process as an external hire. You can use this opportunity to ask as much about the role and company as you like. We work very closely with our clients so are well versed in the details.  

It’s important to remember that our Partners and Principals have years of industry experience, so don’t be surprised if this preliminary calls takes a more in-depth and specialist turn; it’s always great to hear your take on market insights and industry trends – trust me, we’re always interested.   

Key documents related to the role and company

If you and your executive search partner feel there is a good match for the role in question, we will go on to provide you with a full candidate briefing pack and potentially (depending on the case), a non-disclosure agreement (NDA). You may also receive other documents specific to your application.

Invitation to an interview

The next step is an additional interview (this can sometimes depend on which region you are in). We use this session to assess your suitability based on various criteria, encompassing both technical abilities and soft skills. It can last up to an hour, during which you’ll gain a deeper understanding of the role and responsibilities. It’s also a great forum for an open conversation. If you’re successful in the interview, you will most likely be shortlisted within four to six weeks.

Attending company interviews

If you are shortlisted, you can have anywhere between 3-8 interviews or interactions with the company. These could include anything from psychometric assessments and site visits, to even meeting the board of directors, investors and other key stakeholders. Of course, you will be regularly informed of your progress. 

At this stage, we will usually request several references in order to obtain a 360 degree view of your profile. This can vary depending on the region you are in, but you can typically expect to provide references from:

•    Someone you’ve worked alongside
•    Someone you have reported to
•    Someone who has reported to you

Receiving the job offer

Upon successful completion of these stages, you may receive an offer. At this juncture, our involvement becomes crucial in facilitating as smooth a transition as possible for you.  

Our goal is to ensure mutual satisfaction for both you and your new employer. We will help you negotiate your full compensation package, including other variables such as healthcare, relocations, and equity shares. We will also establish your start dates and onboarding and can even support you through your resignation at your current organisation. 

Ongoing support after placement

If you accept your offer — congratulations on your new role! And rest assured that our support doesn't end here. We’ll stay in contact with you and your new company for the first few months to make sure you're integrating well and the role is living up to your expectations. We’re always just a phone call or an email away to support you with anything at all; we are always interested to learn how you’re getting on.  

FAQs for the Page Executive post-application process

How is the Page Executive application journey different to other recruitment processes and what frequency of communication can I expect to have? 

Some executive search firms may be known to be somewhat aloof. One major difference with Page Executive is our one-point-of-contact approach. Your executive search partner will be with you along every step of this exciting journey and our global candidate Net Promoter Score of 66 is reflective of this!

In terms of communication, I always think it’s a good idea to ask your executive search partner what level of communication they would like from you. It’s great for us when you ask as it really helps to outline the boundaries and expectations for the process throughout. 

> How long should I expect the process to be? 

Every case is different, but executive search assignments usually take at least three months.

It also really depends on the candidate. I think that if you’re already in a role, it can often feel very quick, however it could be the opposite if you’re not currently employed and have been actively looking for a new role for some time. I’m proud to say that we are highly regarded for our agility and speed to recruit.

> How does Page Executive begin to identify the right candidates?

In executive search, foresight often plays a pivotal role. Long before our clients finalise their search criteria, we're already attuned to their needs. Our deep engagement with organisations provides us invaluable insights into their strategic positioning, planning, and evolving requirements.

Likewise, our proactive networking efforts keep us very well connected with key individuals across diverse sectors and organisations. We often tell our clients that chances are, we've already met their future hire. 

> What is Page Executive’s commitment to DE&I?

At Page Executive, we proudly push the boundaries with clients to ensure we can fish from as broad a pool as possible. One way is to source adaptable candidates from other industries, but we also recommend people with different experience levels, backgrounds and locations. Through our first contact and retainer interviews, we consider the unique strategic advantages that each of our candidates can bring to the organisation. We then relay all of this to our clients.  Of course, this often makes our shortlists longer than usual, but the diversity of candidates we put forward to our clients is where we really excel.  

> What support can I expect from Page Executive if my application is unsuccessful?

Ultimately, the job you've applied for might not be the best fit. But we’ll still be on hand to help. 

It’s not in anyone’s interest to provide generic feedback, so we really like to get to the core of why you weren’t successful on this occasion. We may even follow up to discuss an action plan with you and explore other roles and/or new strategies to help you advance in your career. This commitment is more than corporate niceties. We really strive to make sure your next step is the right one.  

We’re in executive search because we believe in the power of connections and creating opportunities. It’s important to point out that only around 50% of our roles are not advertised due to confidentiality – so it’s great if you’re already on our radar and we maintain an open dialogue. 
 

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