China Executive Group
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China Executive Group (CEG) Executive Interim specialises in searching and selecting independent
senior executives to help organisations develop new strategies for growth, .... more
CEG Executive Interim, commitment is to support Clients Company's leadership structure
based on our global approach that has market expertise. Our firm's reputation .... more
We take time to understand your organisation and you needs. Each situation is unique. However , the chances are that
we will have seen and solved similar issues before .... more
Our commitment to our client is a "Standard of Excellence" that is based on many years of relevant industry experience to create a successful search by identifying only the best and exceptional leader ...more
Every organization needs an exceptional leader who understands company's growth specification and has optimistic attitude, well-considered moves toward superior opportunities. Our firm's commitment .... more
 
The Interim Executive is a temporary assignment. It is not an advisory or consulting role but instead, hands-on management, typically in crises situations. The company executive and shareholders Click here to view more
 
China Executive Interim specialises in searching and selecting independent senior level executives to help organisations develop new strategies for growth, carry out organizational or cultural change, manage
complex projects, or fill business-critical roles currently vacant.

Our consultants within this practice are dedicated to conducting searches for interim executives. We collaborate with our permanent executive search colleagues and leverage our global network to identify, interview and place the best interim candidates against sophisticated client needs.
 
 
  Fees varies with Interim Executives.
Please contact our Consultants for more details.
 
 
Our commitment to our client is a "Standard of Excellence" that is based on many years of relevant industry experience to create a successful search by identifying only the best and exceptional leader available in accordance with our clients' position specification.

We believed in human capital, "People are the most valuable resource in any Organization". We do not just find people who have skills for our client but to assure that it's the best individual executive who is well equipped to blend
flawlessly into the company's complexity and outlook towards their success.

Trust, reliability, integrity and extensible performances are our key to build our firm's reputation. Every clients has different requirements and each assignments that we conducted are recognized the urgency and the efficiency.

Once we discussed the requirements with our client, we can determine an ideal executive profile and thus tailor our search accordingly. The specifications provide a precise measure of the ideal candidate to narrow down our search to the best candidate for the position.
 
Searching for a candidate to fill the executive position takes incredible diligence, fore-thought, and research, not only for the enormous responsibilities that this person must undertake, but also for the reputation of the company and its future. For a corporation trying to recruit a manager either too see its expansion into a foreign country.

To place someone who will increase revenue and productivity, it must set uncompromising qualities for this candidate. Additional criteria may be added to these qualities, but the over all goal is to save time and money for fast results, and not absorb a loss by training the wrong person for the job.

A candidate should have at least three plus years of working experience in one company. The reasons are obvious in the intensely competitive business climate in Asia. Operating in an environment in which a company is competing with the world in one territory.

A potential executive must demonstrate the loyalty and ability to see his or her firm through difficult time, as well to achieve progress. Someone staying in one company for three years or longer should be thoroughly knowledgeable of the market, as well of guiding that company at every level. The candidate upon arrival at the interview, should be presentable, dressed-sharply, and prepared for the first impression.

An executive applying for a senior position in a quality firm should already understand proper dress could either enhance order contract from his or her chances for the job. An employee, especially one at the senior management level, is a representative for the company, and therefore should dress accordingly.

As well, this person must also be a good thinker who is willing to roll up his sleeves and do anything for the company to succeed. A candidate will always end up being part of the problem or a solution for a company but absolutely no firm wants to end up with the former.

A definite asset is strength in presenting a case and knowing how to solve the problem, instead of merely pointing out faults. Very simply, a senior executive must be a good leader, presenter and negotiator. The most important keys are the willingness to work, loyalty to a company, dedication to its goals and success.

Not only a search firms looking for hard workers, but they are searching for the willingness to solve a problem after finding a fault. Flexibility, the willingness to travel, and the abilities to adapt to a different environment quickly are attributes that compose a valuable resource for an organization.

 
Every organization needs an exceptional leader who understands company's growth specification and has optimistic attitude, well-considered moves toward superior opportunities. Our firm's commitment is to provide quality service that leads to long-term success of our clients.

Our strategic plan is designed to identify specific target companies as a focus for our search. The position specifications provided allows a precise measure of the ultimate candidate with our thorough selection and interview process which enables us to ascertain the executive aptitude capable of exceptional performance.
Because we believe that each client is unique. We recognized their urgency needs and we are dedicated to build a long term working relationship based on an in depth understanding of their business objectives, and perspective.
 
CEG Executive Interim has been at the forefront of recruiting leaders through these industries such as:

Beauty HiTech
  • Cosmetics
  • Fragrance
  • Distributor
  • Retailing
  • Toiletries
  • Communications
  • Hardware & Electronics
  • Semiconductors
  • Software & Systems
  • Internet
  • Information Technology
  • Multimedia
Finance Legal
  • Asset & Wealth Management
  • Consumer Financial Services
  • Commercial Banking
  • Finance and Accounting
  • Financial Services Information Technology
  • Insurance and Risk Management
  • Private Equity / Venture Capital
  • Real Estate
  • Law Firms
  • Legal Services
  • Corporate Management Consultant
FMCG Luxury
  • Beverage
  • Confectionery
  • Food
  • Household
  • Personal Care
  • Pharmaceuticals
  • QSR
  • Retailing
  • Wine & Spirits
  • Cosmetics
  • Fashion
  • Handbags
  • Jewelry
  • Perfume
  • Timepiece
  • Writing Instruments
Garment Plastics
  • Apparel
  • Fashion
  • Manufacturing
  • Retailing
  • Sourcing
  • Textile
  • Resin
  • Processing
  • Machinery
  • Molding
Industrial/Natural Resources
  • Automotive
  • Aviation
  • Chemical
  • Construction and Architecture
  • Distribution and Services Industries
  • Oil and Gas
  • Transportation and Logistics
  • Utilities
 
 
CEG Executive Interim, commitment is to support Clients Company's leadership structure based on our global approach that has market expertise. Our firm's reputation is to identify the best leader to work in any organizations to strengthen their corporate business management .


  • Top Level Executive Management, CEO
  • Financial Management, CFO
  • Marketing Management, CMO
  • Operations Management, COO
  • Human Resources Management, CHRO
  • Information Officer, CIO
  • Executive Director
 

We take time to understand your organisation and you needs. Each situation is unique. However, the chances are that we will have seen and solved similar issues before.

We take time to provide you with qualified, proven, referenced Interim Executives. These are people used to achieving results rapidly. We reduce your risk by helping you to make safe choices.


With the best people, resources and knowledge CEG Executive Interim tailors to serve and recruit executives in different fields of industry that fulfills a specific aspect of supremacy based on corporate expertise and perspective.

   
 
The Interim Executive is a temporary assignment. It is not an advisory or consulting role but instead, hands-on management, typically in crises situations. The company executive and shareholders mandate the Executive to achieve specific objectives. In many cases it is to recover and to stabilize the business. In other cases to devise and implement turnaround strategies or to form a new division for an existing company. There are worst-case scenarios where the business unit needs unbundling to recover losses or closure to avoid further loss. In almost all cases time is critical and urgent action is required to achieve the desired results. The assignment of an Interim Executive lasts until these results are achieved.



 
When is an Interim Executive required?

The company is experiencing a progressive decline in operating results. The morale is declining rapidly and the team seems to loose focus on the key requirements that will achieve results. A culture of blame, denial and finger pointing is beginning to surface or is already rife. Team collaboration is impaired because of internal tensions and it seems the current management is unable to effect change. Key individuals resign causing more internal stress and insecurity. As the news spread you risk loosing customers and you are probably already facing questions from suppliers. Life expectancy of your company has dwindled and you are faced with critical decisions. If this characterises your company then you should consider the services of an Interim Executive.


Reporting requirements

The Interim Executive fulfils a critical management role and it is required that his appointment stems from the most senior authority in the organisation. Frequent feedback and discussions will take place with this authority. Like many Executive’s the Interim Executive is an individualist and needs to be provided with a clear mandate in which to function, this will avoid undue surprises by his employer. In addition interaction with all staff across any division of the organisation and on any level is required to mobilize support for the assignment.


Extraordinary Aptitudes and Attitudes

The Interim Executive who is assigned during a crisis situation must posses both entrepreneurial and professional skills. Success requires a broad business knowledge and experience spanning many disciplines and industries. He must be able to display exceptional leadership skills in often highly emotional and volatile situations. Even before the assignment commences rigorous thinking is required to formulate and ask tough questions to do a penetrating analysis. Crisis situations have a unique psychology and an effective resolve of the situation need to consider these characteristics. Once the key elements are recognised better than average interview and negotiating skills are required to motivate and extract results. A very disciplined, systematic and creative approach to business planning is required. This is countered with a need to make quick and innovative decisions based on feedback as the plan is executed. High energy and constant hard work will achieve objectives. It is not uncommon to work 80 hours or more per week during these situations. These attitudes and skill are in short supply in a crises situation yet absolutely required to achieve success.


Doing what needs to be done

In theory it should not be necessary to have an Interim Executive simply because you can reposition your existing line managers. There are proven reasons why it may be better to obtain a “new broom”. During a crisis, re-organisation tends to be more disruptive than effective. Managers are in handover phases or taking on additional workload and are not focussing on the desired end result that is in the best interest of the company. Legacy solutions and resistance to change are the main concerns. The existing managers follow implicitly a strategy and process, which was once a justified choice. With the passage of time and changes in business conditions this may no longer be applicable. A specialist with sufficient broad business experience can re-evaluate operations from a scientific yet fresh approach. This is the reason why so many companies employ consultants. Consultants have a vital role in the industry but frequently are not responsible for the execution of the advice. The Interim Executive can make his recommendations then live and die by the sword – so to speak. This means doing what needs to be done when it needs to be done. Crisis situations require an extreme business discipline constantly evaluating priorities, which often differ from profitable businesses. It also requires that there are no favourites or holy cows. Changes required to stabilise and turn the crises are sometimes pleasant and unpleasant but needs to be done.


Psychological advantages

The Interim Executive acts as a buffer between conflicting members in a company. Often these are the leaders of two merging companies and other times it is between the shareholders and employees. The parallels are the same in that there is an unmatched objective of each party and a negative culture reduces the effectiveness of the company. The advantage to his employer is that the Interim Executive absorbs the stress that dramatic change management can have within the company. However, more importantly the new Interim Executive can more easily undo growth inhibitors, as he has no past association with the history and decisions of the company. The Interim Executive can motivate a collective effort among all members of the company to commit to new actions and goals. He becomes a catalyst for dialogue and change, stimulating initiative and new growth patterns.


Key aspects that an Interim Executive must consider

Turnaround initiatives are not works of magic. There are proven actions that foster a high probability for a turnaround very often with no guarantee for success. Some of these strategies are and may sound simple but without all the other qualities of a specialist will substantially reduce the possibility of success:

  • In most crisis situations the communication channels are non functional. This is due to the psychological state of the company. Managers are aware of the problems and turf protection is a vital form of personal survival, this reduces team efforts to resolve problems, it stems initiative and creative thinking which fosters the downward spiral. Other staff members start loosing respect and faith in management and bad rumours spread. Effective, direct and honest communication (actual dialogue) needs to be established from the Executive down and from inside the organisation out to stake holders.
  • Care for customers and other key relationships such as employees, shareholders, suppliers, creditors, bankers and partners should be an immediate priority. These relationships are vital to the company and it is required to provide assurance of stability and focus.
  • Assess the legal position of the company – expect to be sued when word leaks about business crises.
  • Stop any form of haemorrhaging, this is firstly negative cash flow with the objective to restore a positive cash flow, it may be loss of key staff, negative morale or the spreading of negative rumours.
  • Re-instate a manage by numbers approach to critically assess where the business went wrong, find the one item that can restore immediate cash flow, find areas that can reduce cost (this does not always mean retrenchments), use key financial relationships to stabilise the company.
  • Re-evaluate the company, its markets, opportunities, strengths and weaknesses – back to basics but with a difference. In most crisis situations with two to three quarters of cash flow left, time is of the essence. The correct decisions needs to be made quickly, at the right time and at a pace typically unknown to the company – manage by committee is usually not an option these circumstances hence the prior agreed operating mandate of the Interim Executive.


How much does Interim Executive services typically cost?

Many troubled companies and projects fail because the required crisis management skills are not in place. Some fail because management underestimate the impact of corporate psychology on a crisis that can only be overcome with a fresh approach. You can retain the services of an experienced Interim Executive for between _____ and _____ per day for local assignments and up to _______ per day where international travel is required.
Please direct all contact to our Head Office in Hong Kong

HK Office : 852.8172.3621
Please direct all contact to our Head Office in Hong Kong

HK Office : 852.8172.3621