Focused on corporate market, TEN Hunting offers services of executive search, assessment, organizational development & career management speakings. We manage both international and national projects. Please talk to us of your demand for talents that we will use our extensive network on your behalf.

1. TEN Hunting
Matching Opportunities & Talents

2. Differential
Strong presence in social networks
Wide network
Brazil & International
Attraction Capacity
Macthmaking: Projects & Talents

3. http://www.topexecutivesnet.com
• Own social network
• Focused on corporate market
• Membership spans over 90+
countries.

4. Portfólio TENServices
Speakings
Organizational
& Career
Development
International
Projects
Executive
Search
Assessment

5. 5
Assessment
Focused on potential assessment, it
has immediate and efficient application
in the processes of talent identification ,
competences mapping, performance
evaluation and internal selection to
promotion & admission.
Executive Search – Hunting
Processes are based on the most
advanced hunting techniques, profile
identification with the best performance
indicators. The objective is to attract the
most qualified professionals who match
customer needs and cultural adherence.
Executive Search & Assessment

6. NegotiationInterviewResearch
• Diagnosis of company s needs &
culture along with position profile
definition.
• Profile definition for each demand,
when technical and behavioral
competences are identified together
with the concern of organization s
values and creeds.
• Identification of Target companies,
search repositories & determination
of the company regarding research
environment for demanded
professionals.
• Profissionals are identified,
approached, pre-interview takes
place and a search analysis is
presented to the company for its
consideration.
• All candidates selected as
potential will be invited to
participate in a technical interview
when it will be defined those who
really attend the company s
required profile.
• Coordenation of interviews along
with the company
Starting 15 working days (introduction of first candidates)
Interviews with clients Candidate hiring
According to the availability of company and candidate
• Introduction of professional and
personal references of the chosen
candidate.
• Support to the negotiation
process between the company &
the candidate.
• Soft and professional feed-back
to all non accepted candidates
who participated in the process.
• 3-month Coaching after the hiring
to facilitate the new employee s
integration process.
Recruiting & Selection

7. Allign with the concepts among all stakeholders
and establish the unique definition of competence.
Identifies and relates the behaviors that
characterize the existence of competence
in distinguished levels of relevance.
Identifies and relates the behaviors that
characterize the non dominance of this
competence and that require its development.
Definition
Description of
Adequate Behavior
Unexpected Attitudes
Assessment

8. Relates and establishes actions that the
manager must do in order to develop
competences in the team.
Completes with suggestions of specialized
reading to add knowledge to the in
development competences.
Recommends development actions that will support
the IDP – Individual Development Plan.
IDP Keys
Coaching Guide
Self- Learning Sources
Competences Map

9. Career Anchor tool
Application - Edgar
Schein (1986)
DISC tool application –
William Marston (1928)
From competences
identification needed to
the position together
with the company
Interview per
Competence
Behavioral
Profile
Evaluation
Career Value
Identification
Feed-backs to
Managers focused on
Self-Development
Conclusions and
Recommendations to
the Company and the
start of an individual
coaching program.
Profile Evaluation

10. Use of a non
transparent
questionnaire in data
capturing to elaborate
the mapping and
results that are
compared to standard
profile patterns
Analysis of
characteristics that
form personal
personality, co-relating
the result to extremely
reliable patterns.
Referral
Patterns
100% WEB or
via printed
questionnaire
“Brazilian”
method , totally
adapted to
culture,
conditions &
local traits.
Mathmatically
within
PROFESSIONAL
PROFILES
related to the
position ´s
demand
Statistically with the
Brazilian
POPULATIONAL
PROFILE defining the
statistic norm.
Mathmatical study
shows the profile
attends the position
requirements
Methodology

11. Team
• Virtual agile networking entreprise focused on projects
• Senior team and very experienced
• Reached leading positions in big companies
• Multiskilled, Complementaries & Multifuncionals
• Acting in Brazil and Abroad
• Fluency in several languages

12. 1. Executive Search
• Director
• Senior Manager
2. Assessment
3. Speakings
• Organizational Development
• Career Management
4. International Projects
• Brazilian repatriation
• Foreign Talents Imports
• Brazilian Talents Exports
Request for Proposal

13. Contact
Octavio Pitaluga Neto
TEN – Top Executives Net
Chief Networking Officer
octavio@topexecutivesnet.com
Tel: +55 21. 2235-8721
Cel: +55 21. 8829-4933
Skype: octaviopitaluga
GTalk: opitaluga@gmail.com
@topexecutives