Two critical questions always take center stage when selecting a search firm:
As a longtime search professional (since 1985), senior partner, Dr. Riendeau, is one of only .002% of executive search professionals in North America that is a behavioral psychologist and search professional, since 1985.
With this distinct differentiator and benefit, Dr. Russ Riendeau and his boutique practice, New Frontier Search Company, deliver unique integration of applied behavioral science tools, coupled with proven executive search practices. These advantages boost success rates, insure accurate metrics around candidate and position compatibility. You team gains immediate access to the practical use of artificial intelligence, psychology-related research and objective-based interviewing techniques to gain a broader perspective and enhance decision-making on critical hires.
Here are a few additional elements of importance:
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Best way to reach Russ is email@example.com or 847- 363 -9789
With access to all current and past behavioral science research, our search process allows us to create a more robust and predictive index to measure a candidate’s skills and competencies against several metrics of validity to insure the candidate is who they say they are. This approach saves time, money and insures the best hire at the time.
Our clients, throughout North America include Inc. 500 and private sector companies, in need of top talent at the senior suite level, as well as sales and marketing professionals. We work within most markets such as industrial, plastics, packaging, pharma, medical device, ecommerce, software, professional services and building products, to name a few.
Our search process integrates both behavioral science research and best practices, coupled with traditional business-oriented skills and assessment methodologies.
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Even in a strong economy, executives face many challenges when searching for a new position equal to their talents. A new report by John Myers, founder and managing director of Kensington International, concludes that in a hot job market, business leaders might question whether they need to provide transition support for their outgoing executives and
It happens every day with companies: An employee in a critical position has become a problem and needs to be terminated or reassigned. A new report from Russell Riendeau, senior partner at New Frontier Search Company, looks at the dangerous fallout factors when leaders delay the dismissal of problematic employees. Dr. Riendeau certainly has the qualifications to speak on
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