FAQs

• Access to passive talent: We target professionals who are not actively seeking a job, but who represent key opportunities for the company. 
• In-depth evaluation: We validate experience, leadership, references and cultural fit, with specific tools for executive headhunting. 
• Minimized risk: We select candidates with a high probability of success, reducing turnover and the costs associated with a bad hire.

This service is aimed at companies that require executive profile recruitment and selection consulting in highly competitive sectors such as industry, technology, biopharma, energy or finance. It is also ideal for companies in transformation, internationalization or restructuring processes, where executive talent plays a key role. 

The steps we follow to develop an executive selection process are:

1. Profile definition: We identify strategic competencies and job requirements. 
2. Talent attraction: We use direct search, qualified databases and networking. 
3. Evaluation: We conduct structured interviews and psychometric tests.
4. Candidate presentation: We deliver comparative and detailed reports. 
5. Support: We assist in interviews and decision making.
6. Negotiation and closing: We facilitate the offer and the incorporation process.

• Evaluations based on ISO 10667-2:2013 quality standards. 
• Certified leadership and psychometric tests. 
• Salary benchmarking to guarantee an attractive offer.
• Cultural matching to ensure integration into the organization. 
• Rigorous curriculum audits to reduce reputational risks.

At Servitalent we have extensive experience in executive talent search for sectors such as industry, technology, logistics, energy, biopharma, food, health and finance. Our specialization in executive headhunting allows us to successfully address complex processes both nationally and internationally, thanks to a global network of partners that guarantees a local approach with global quality standards.

The estimated time for an Executive Search process depends on the complexity of the profile and the client's agility. Generally, it is completed within 2 to 3 months, taking into account availability for interviews and negotiations.

Yes. Servitalent performs international Executive Search in more than 50 countries thanks to our global network of certified partners, applying the same quality standards as in our processes in Spain.

Talent Search is a specialized headhunting service focused on the search for qualified talent, especially technical or strategic profiles at the middle level. It is designed for companies that wish to incorporate key professionals to strengthen operational or technical areas in sectors such as industry, technology or logistics.

• Proactive search: We locate specialized talent through unconventional channels and direct search. 
• Exhaustive analysis: We evaluate technical and strategic skills, as well as the cultural fit with the organization. 
• Replacement guarantee: If the candidate does not meet expectations, we repeat the process within the agreed period.

• Access to a network of qualified candidates not visible in traditional channels. 
• Agile processes that reduce hiring times without sacrificing quality.
• Structured evaluation of technical and middle management profiles. 
• Expert advice throughout the process, from profile definition to offer closing. 

• Evaluations certified under ISO 10667-2:2013. 
• Cultural matching and intermediate leadership tests.
• Verification of professional references and curriculum audits to minimize hiring risks.

We apply a rigorous filtering process that ensures compliance with technical requirements, key skills and fit with the organizational culture. In addition, we deliver structured reports that allow for more informed decisions and minimize the risk of turnover. 

As a personnel selection consultancy, we have a solid track record in industrial sectors (automotive, naval and maritime, metallurgy and metalworking, food industry, textile and clothing industry, chemical and pharmaceutical, energy and renewables, technological and electronics industry, forestry and timber industry, logistics and industrial transport, aerospace and biotechnology), working with companies both nationally and internationally. 

The duration of the process depends on the complexity of the position and the availability of strategic talent in the market. Generally, our processes are completed between 4 and 8 weeks, maintaining a balance between agility and quality. 

We identify professionals with complementary skills to integrate more cohesive, effective and aligned teams with the company's culture. This improves collective performance and organizational efficiency.

Yes. Our international network of partners allows us to recruit technical and middle management profiles in more than 50 countries, guaranteeing the same standards of quality and local advice.

Yes. We complement our selection services with salary benchmarking, to ensure competitive offers in the market, and advice on EOR (Employer of Record) and relocation processes to facilitate international hiring.

Interim Management is especially useful in scenarios such as:

• Temporary coverage of executive vacancies.
• Change management or restructuring processes.
• Internationalization or entry into new markets.
• Direction of complex strategic projects.

Business crises or digital transformation processes.

• Consulting: The consultant advises, but does not execute. 
• Temporary work: Covers operational functions with profiles that generally have less specialization through a temporary assignment contract. 
• Interim Management: Involves the temporary hiring of executives with proven experience, who assume direct responsibility for key areas of the company, make strategic decisions and lead teams as part of the business. This hiring is not employment-related but a provision of services. 

The main reasons that represent a competitive advantage of incorporating temporary executives are:

• Immediate incorporation of professionals with managerial experience. 
• Reduction of risks associated with permanent hiring. 
• Access to temporary executive talent adapted to specific needs.
• Focus on results and transfer of knowledge that strengthens the internal team.
• Strategic flexibility, without long-term structural impact.

This temporary management solution is common in sectors such as industry, technology, energy, retail and financial services, and is applied in functions such as general management, operations, finance, HR or business development. The versatility of the model allows it to be adapted to various business contexts.

At Servitalent we follow a specialized interim consulting methodology that includes:

1. Analysis of the case or strategic challenge: Definition of objectives and key competencies.
2. Identification and validation of profiles: Search for interim managers with proven experience. 
3. Evaluation and presentation: We value background, achievements and cultural compatibility. 
4. Continuous monitoring: We measure the impact of temporary leadership and facilitate the transfer of knowledge.

The usual duration of a temporary management mission ranges between 3 and 12 months, although it can be extended according to the needs of the project and the context of the company.

• Review of the fulfillment of strategic objectives.
• Analysis of the evolution of key performance indicators. 
• Verification of the transfer of knowledge and continuity after their departure. 

This monitoring allows us to assess the return on investment and the value provided by the interim manager figure. 

At Servitalent we have an international network of interim managers with global experience and the ability to adapt to different markets, ensuring effective management both locally and internationally.

• The members of an Advisory Board Member have no legal or fiduciary responsibility. 
• Their role is exclusively consultative and strategic.
• It is a flexible and adaptable solution, which does not alter the organizational structure or existing governance bodies.
• It functions as an external advisory committee, focused on supporting strategic business management. 

This type of temporary advisory board is ideal for:

• SMEs and family businesses that wish to professionalize their management. 
• Startups and scaleups that require guidance to scale or attract investment. 
• Companies immersed in digital transformation, internationalization or restructuring processes.
• Industrial companies facing innovation or generational succession challenges.
• Organizations that seek to strengthen their corporate governance without the need to create a formal Board of Directors.

•  International expansion processes.
• Redefinition or adjustment of the business strategy.
• Optimization of corporate governance.
• Crisis management and reorganization.
• Promotion of innovation and digital transformation. 
• Mergers, acquisitions and investment attraction.

• It provides an external strategic vision that avoids internal biases. 
• Connects the company with value networks (clients, investors, partners). 
• Reinforces credibility with stakeholders.
• Improves corporate decision-making, with knowledge applied to the sector. 
• Allows for a flexible, scalable model without a fixed structural cost.

The operation of an Interim Advisory Board follows these phases:

• Definition of strategic objectives. 
• Selection of suitable profiles according to needs. 
• Periodic work sessions (in-person or virtual).
• Evaluation of the impact and incorporation of improvements in the strategy. 

It is evaluated through indicators such as:

• Quality in strategic decision-making. 
• Evolution of profitability and competitiveness.
• Access to new business opportunities.
• Improvement of corporate governance and organizational practices.

Yes. This external advisory committee contributes to the identification of strategic markets, facilitates key contacts and provides guidance on local regulations, minimizing risks in expansion.

• Defining a technological roadmap aligned with the strategy. 
• Providing experience in the implementation of digital models.
• Optimizing the adoption of technological tools in internal processes. 

Yes, having a temporary advisory board made up of recognized experts increases the confidence of investors, accelerators or financial entities, improving the perception of professionalization and solvency of the business project. 

• Identifies and mitigates strategic and reputational risks. 
• Provides practical solutions to corporate crises. 
• Allows anticipating trends and preparing the organization for change scenarios.

It favors the implementation of good corporate governance practices, improves transparency, regulatory compliance and ethical decision-making, aligning with international standards.

• Legal compliance: Each country has different labor regulations, and an error can lead to penalties or conflicts.
• Cultural differences: We align the selection process with the local social and business environment. 
• Local talent network: We have international partners that allow us to access qualified international talent. 
• Process optimization: We reduce times, avoid hidden costs and ensure efficient management of global talent.

Sectors such as industry, technology, energy, logistics and professional services often require international selection processes to fill key positions in expansion, global projects or subsidiaries in other markets.

Thanks to our global network of partners in NPAworldwide, we operate in more than 50 countries in Europe, America, Asia, Africa and Oceania, offering international recruitment with local knowledge in each region. 

• International recruitment: Process of hiring new professionals residing in the destination country in other countries. 
• Global mobility: Relocation of current employees to other offices through expatriation processes.

The international selection process we develop consists of the following phases:

1. Profile definition: Study of the local market and legal requirements. 
2. Search and selection: Access to international databases and direct talent search. 
3. Evaluation: Technical tests, interviews and verification of references.
4. Candidate presentation: Detailed reports with validated profiles. 
5. Hiring advice: Support in the offer, negotiation and closing, complying with local regulations.

We collaborate with local legal consultants who supervise each hiring to guarantee compliance with minimum wage, tax, social security and labor contracting regulations. In addition, we provide guidance on the most appropriate contractual formats for each case. 

• We evaluate the cultural fit between the candidate and the company. 
• We offer advice on soft landing, intercultural adaptation and local regulations
• We facilitate the integration of international talent into the team and the environment of the destination country. 

You can do it through an Employer of Record (EOR), an entity that acts as the legal employer in the destination country, assuming the management of payroll, taxes and benefits, while you maintain functional control of the worker.

• Legal compliance without the need to create a subsidiary. 
• More agile and profitable international expansion.
• Savings in administrative and fiscal costs.
• Flexibility to scale international teams without assuming complex structures.

Yes, as an RPO consultant, we act as an extension of the HR team, managing communication with candidates on behalf of the client. This ensures an experience aligned with the company's culture, values and corporate image,  reinforcing its employer brand.

• Reduction of selection costs by optimizing infrastructures and internal res. 
• Access to state-of-the-art recruitment and reporting technology.
• Greater efficiency: improvement in the quality of candidates and reduction of time to hire. 
• Flexibility and scalability of the service according to changing needs. 
• Total transparency, with clear KPIs and performance metrics to improve processes. 

Selection outsourcing is ideal for companies with a high volume of hiring, in growth or international expansion phases, and in sectors with high turnover. It is also useful for organizations that seek to improve the efficiency, control and quality of the recruitment process. 

The model adapts to the volume, complexity and desired level of integration. It includes:

• Talent identification and attraction.
• Curriculum screening, interviews and tests. 
• Evaluation of competencies and management of the complete process.
• Support in decision-making and closing of the hiring. 

All with the support of a consultant specialized in RPO and advanced selection tools.

The implementation of a recruitment outsourcing service takes between 2 and 4 weeks, including tool configuration, team training and adaptation of processes to the client's environment.

Although the process is outd, the company maintains total strategic control. Servitalent coordinates with the internal HR team, ensuring alignment with business objectives and organizational culture.

We offer modular RPO solutions, allowing outsourcing specific phases such as:

• Curriculum screening
• Interview management
• Evaluations
• Reporting.

This allows the company to retain control over other parts of the process according to its strategy.

Yes. The RPO model is highly scalable, which allows it to be adjusted to hiring peaks or expansion, maintaining efficiency and quality regardless of the volume of processes.

We integrate completely into the client's structure:

• Adapting to their culture, values and processes. 
• Using their own platforms if required.
• Maintaining fluid and continuous communication to ensure efficient and strategic collaboration.

The falsification of information in CVs is more common than it seems and can generate:

• Legal risks if an unqualified professional causes damage.
  
  
• Financial losses due to management errors or poor performance.
  
  
• Reputational damage that impacts the trust of clients, employees and investors

A background check service prevents these scenarios and protects the integrity of the organization. 

This service is recommended for any company that seeks to reduce risks in its selection processes, although it is especially critical in regulated sectors such as finance, health, energy, industry and technology, where an incorrect hiring can have serious consequences

• Before hiring candidates for positions of responsibility.
• During internal promotions to strategic positions.
• As part of a due diligence process in mergers or acquisitions.
• In projects that involve tenders with public administration.

Our process consists of five structured phases:

1. Adaptation: We define the scope according to the client's objectives.
2. Information collection: We analyze key documents.
3. Verification: Contrast of data with official bodies, former employers and digital footprint analysis.
4. Curriculum audit report: Delivery of clear and detailed results.
5. Advice: Recommendations for decision making and monitoring.

• Work experience and professional references.
• Academic training and certifications.
• Activity in professional networks and digital reputation
• Criminal records (according to the regulations of the country).
• History of defaults or debts.
• Legal permits to work or reside in other countries.

• Direct validation with officials, universities and previous employers.
• Contrast of data using standardized methodology.
• Processes certified under ISO 9001 and ISO 10667-2, guaranteeing objectivity and quality in each verification of employment history.

Yes. Through our global network of partners in NPAworldwide, we offer international verifications in more than 50 countries, complying with local legislation and guaranteeing a global and reliable background check process.

• We report objectively and with total confidentiality.
• We evaluate the impact of the finding according to the position.
• We offer expert advice on how to manage the situation, aligned with good selection practices.

In Spain it is only possible to verify criminal records if the candidate provides them voluntarily and they cannot be the subject of discrimination in a selection process, except in very specific positions and sectors. In other countries, this depends on the current regulations, and in some cases access to official information is allowed with the consent of the interested party.

The main benefits of the curriculum audit service are

• Avoids hiring errors due to false information.
• Minimizes legal, financial and reputational risks of the company.
• Reinforces a business culture based on transparency and merit.
• Improves confidence in the professional background validation process.

• Finance and banking: fraud prevention.
• Health and pharmaceutical: ensure training and qualifications.
• Industry and energy: protect operational safety.
• Technology and cybersecurity: control access to sensitive information.

It depends on the level of analysis and the country, but in general the process is completed between 3 and 10 business days, ensuring rigor and efficiency in the verification of background.

• Executive Assessment: Evaluates leadership potential and fit with future roles using specific tools. 
• Performance evaluation: Analyzes past performance according to objectives, without necessarily assessing development potential or suitability for new responsibilities. 

• Before an internal promotion or change of responsibilities.
• During reorganization or organizational transformation processes.
• To design training plans based on real competency maps. 
• When there are doubts about the fit of an executive profile.
• As part of the selection process for executives or middle managers.

• Objective decisions, based on data and not on subjective perceptions.
• Identification of real managerial potential. 
• Alignment between team competencies and business strategy.
• Optimization of investment in training.
• Elimination of biases in internal promotions and selection processes.

At Servitalent we use a validated methodology that combines:

• Evaluation with Steelter Methodology, a psychometric testing tool for executives. 
• Structured analysis through the competency map. 
• Evaluations aligned with the ISO UNE 10667:2013-2 standard, guaranteeing rigor, reliability and objectivity.

• Psychometric evaluations with Steelter Methodology to analyze strategic competencies. 
• Competency-based interviews.
• Evaluation of cultural fit and leadership style.
• Group dynamics or personalized case studies, according to the client's needs.

The process usually takes a few weeks, depending on the number of participants and the depth of the analysis. It includes evaluation sessions and the delivery of a complete and personalized talent diagnostic report.

Yes, we conduct individual and group assessments, which allows comparing profiles, identifying common strengths and weaknesses and making strategic decisions about the leadership structure.

Yes, the result of the executive assessment allows developing personalized training plans that are adjusted to the competencies that need to be reinforced, maximizing the return on investment.

• Identifies competency imbalances.
• Improves the assignment of roles within the team.
• Enhances productivity and collaboration through a strategic combination of profiles.

Yes, by detecting development needs and defining growth plans, the motivation and commitment of key talent is increased, favoring their permanence in the company.

Any company that wishes to make decisions about its human capital based on objective analysis of managerial potential. It is especially useful for growing organizations, in transformation processes or with complex hierarchical structures.

• Use of Steelter, a validated tool for evaluating leadership and managerial competencies. 
• Methodology certified according to the ISO UNE 10667:2013-2 standard. 
• Practical approach aligned with the strategic objectives of each organization, avoiding generic evaluations without real application.

• It allows adjusting salary policies to market conditions. 
• It avoids the loss of talent caused by mismatches in economic compensation.
• It improves the attraction of strategic profiles with offers aligned with the competition.
• It favors internal equity and financial sustainability in the company.

It is advisable to carry out a remuneration study periodically, especially when there are changes in the organizational structure, in the growth strategy or in the face of relevant movements in the labor market.

• Salary benchmarking is based on multiple s and market studies to offer a strategic vision of the sector. 
• Salary surveys are usually limited to the data provided by participating companies, and may offer a more restricted analysis.

All sectors can benefit, but compensation benchmarking is especially relevant in markets with high demand for talent, such as industry, technology or energy, where a competitive remuneration offer makes a difference.

A salary policy aligned with the market allows retaining talent, reducing unwanted turnover and increasing team commitment. Companies that apply updated data in their remuneration decisions are more competitive in their value proposition.

• Salary comparison by position, experience and location. 
• Analysis of fixed and variable compensation.
• Evaluation of monetary and non-monetary benefits.
• Geographic impact on the salary structure. 
• Recommendations to improve the overall compensation offer.

Yes. Servitalent offers personalized salary reports, adjusted to variables such as sector, location, company size and level of responsibility of the positions. This guarantees a useful and applicable analysis to the reality of each organization.

The cost of living, local competition for talent and available supply are factors that directly influence the remuneration structure. A regionalized salary benchmarking study allows adjusting the offer in each market.

In addition to salary:

• Performance bonuses.
• Health, transportation, training or teleworking benefits. 
• Non-monetary incentives that reinforce team loyalty and satisfaction.

The term varies depending on the complexity and number of positions to be analyzed. A complete benchmarking report usually requires between 3 and 6 weeks to guarantee reliable and actionable results.

Yes. We offer personalized compensation analyses for critical or difficult-to-fill positions, allowing to adjust the remuneration strategy where it has the most impact.

The competitive advantage that Servitalent provides in salary benchmarking is:

• Specialization in the industrial sector, with updated information adapted to each market. 
• Use of advanced analysis tools, to offer detailed comparisons. 
• Personalized advice, adjusting the remuneration strategy to the objectives of each company.