China Executive Group (CEG) Specialist Recruitment
China Executive Group (CEG) Specialist Recruitment
China Executive Group (CEG) Specialist Recruitment
China Executive Group Executive Search Specialist Recruitment Executive Selection Interim Contract Staffing Coaching RPO - Recruitment Process Outsourcing Executive Resources
 
Strategic Plan

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 urgent need and we are dedicated to build a long term working relationship based on an in-depth understanding of their business objectives, and perspective.
 
Industry Practices

China Executive Group (CEG), Specialist Recruitment has been at the forefront of recruiting professionals through these several areas of specialization:


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
 
Functional Practices

CEG's, 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 candidate to work in any organizations and strengthen their corporate business management .


Accountancy & Finance
Accountancy (Qualified)
Architecture
Banking
Building Services
Company Secretarial
Construction
Contact Centres
Education & Early Years
Energy
Engineering
Executive
Facilities Management
Finance Technology
Financial Services
Health & Safety
Healthcare
HR & Training
Insurance
IT
Legal
Marketing
Office Support
PA Secretarial
Pharmaceutical
Property & Surveying
Purchasing & Supply Chain
Recruitment
Retail
Risk & Compliance
Sales
Social Care
Social Housing
Tax and Treasury
Telecoms

 
Here is a partial list of our clients & assignments we have provided loyal and dedicated service throughout Asia.

  • Finance Director, Hong Kong
  • Tax Manager, Hong Kong
  • Huamn Resource Director, Hong Kong
  • Sales Manager, China
  • Buying Manager, China
  • Merchandise Manager, Singapore
  • Human Resource Manager, Taiwan
  • Retail Operations Manager, Hong Kong
  • Regional Marketing Director, Hong Kong
  • Product Manager, China
  • QA Manager, China
  • Area Sales Manager, China
  • Regional Marketing Manager, Hong Kong
  • Marketing Director, Shenzhen
  • Sourcing Manager, Guangzhou
USA Clients

The following are some of the clients that utilized our consulting services:
  • Altos Computers
  • Ask Computers
  • Bank of America
  • Syntex
  • Microsoft
  • Oracle
  • Grupp & Ellis
  • California Energy
  • Bemiss Jason
  • Capetronics
  • Levi Strauss
  • Loomis Amored
  • Maxtor
  • Tandem Computer
  • Bay Pacific Health
  • BDO Seidman
  • Peets Coffee
  • Photo & Sound
  • Ford Aerospace
  • Bedford Properties
  • Schlage Lock
  • Sybase Corp
  • Sytron & Donner
  • Decision Focus
  • Telogy
  • Tesco Corp
  • Hanson PLC
  • Chiron Corp
  • Transamerica
  • Trace Products
Asia Clients

The following are some of the clients that utilized our consulting services:
  • Dickson Concept
  • High Fashion Ltd.
  • Cadillac Plastic Ltd.
  • Fongs Industry
  • TopForm Ltd.
  • Wendy Foods
  • Walt Disney Ltd.
  • Interform Group
  • Asia Commercial Bank
  • South China Group
  • Seibu (HK) Limited
  • R.J. Renolds (HK)
  • K. Wah. Group
  • IIR (HK) Ltd.
  • Styland Holding
  • Dairy Farms
  • Inchape
  • Schering
  • Pepsico Inc
  • Builder's Federal
  • Avid Technology
  • WorldwideBrands
  • Kam Yuen Ltd.
  • Crystal Knitter
  • Gold Face Ltd.
  • Oliver's
  • Hong Kong Jockey Club
  • G-2000
  • Wellcome
  • Sanwa Bank

 

 



Specialist Recruitment Fees
  •  Any Position Over HKD 800K will be considered Executive Search  
  •  Under HKD 800K - 28% Percentage of Annual Salary  
  •  Under HKD 500K - 25% Percentage of Annual Salary  
  •  Under HKD 300K - 20% Percentage of Annual Salary  
  •  3 Months Replacement Guarantee  
  •  Fee payable 5 days upon the Date of Employment Contract signed by Candidate  
  •  Fee applicable to Incentives, Housing Allowance, Signing Bonus and Stock Options  
 
The exceptional growth we have experienced to date is the result of our determination to recruit the right people.

CEG provides specialist recruitment assistance to clients seeking mid-senior level talent. The mix of experience, ability and knowledge in our recruitment team has allowed us to build a recruitment process robust enough to exceed our clients’ and candidates’ expectations.

Our firm is dedicated to provide outstanding levels of excellent customer service and it is committed to determine client's recruitment confidentially, promptly, and effectively.


Good Candidate Criteria

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 a strength in presenting a case and knowing how to solve the problem, instead of merely pointing out faults. Simply because, 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 search firm looks 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 from a different environment quickly are attributes that composes a valuable resource for an organization.

 
Our basic recruitment phases are:

Phase I

Define Objectives and Position Specifications

  • Analyze client's needs, understand business philosophy, growth goals and firm's ethnicity.
  • Define client's consensus on position specification describing the errands experience, compensation package, reporting relationship and identify other characteristics necessary for the successful candidate.
  • Prepare the search strategy.
  • Scrutinize and discuss the search strategy with the client
Candidate Identification and Assessment
  • Assess resources through extensive research using database and networking recruitment affiliates.
  • Identify qualified prospect individuals who will fill to the client's specifications.
  • Initial telephone qualification, extensive face to face interviews with a thorough screening and evaluation of candidate is conducted.
  • Identify the pre selected individuals and prepare their credentials report.
  • Discuss the pre-evaluation with the client of the pre-selected individuals and get feedback.
Phase II

Candidate Interviews
  • Schedules mutually convenient meetings between client and the candidates.
  • Get feedback from the client and candidate.
  • Reference checks and direct inquiries are made with people who can comment objectively about a candidate's actual performance on the job.
  • Written candidate detailed reports are prepared to compare each candidate's strengths and weaknesses.
  • Choose the most qualified candidates for another interview.
  • Get feedback from the Client and Candidate.
Phase III

Candidate Final Selection
  • Conduct finalist interview.
  • Discuss the compensation issues, benefits, arrangement concerning relocation, contractual requirements and etc.
  • Get final decision of both parties.
Follow Up
  • Assurance of both parties for suave change and integration.
  • Client satisfaction guarantee.
  • Comments and Feedback
 
Please direct all contact to our Head Office in Hong Kong

Please direct all contact to our Head Office in Hong Kong