• We start by understanding the strategy and culture of the organization.
• Understanding of the position, main objective, responsibilities, challenges and expectations of its direct boss.
• An ideal executive profile is constructed taking into account desired competences, work experience, academic background and specific knowledge.

• Definition of the search strategy for each project. It includes identifying which target companies and sectors of the economy should be researched as sources of suitable candidates.
• Search for prospects in our extensive national and international database and in networks (private, public and contacts in the sector).
• Cold contacting to identify additional prospects to complete the search strategy.
• First filter of CVs according to acid test (academy, experience, specific knowledge and language).

• Second filter of pre-selected prospects through telephone screening
• Third filter: as a guide for the partner and the consultant, TASA supports its evaluation in a test portfolio that measures strategy, managerial profile, personality, reasoning, customer orientation, emotional intelligence, English proficiency, among others.
• Fourth filter: individual interviews (face-to-face, whenever possible) with shortlisted candidates, conducted by a partner and a consultant, evaluating their management milestones, with proven achievements, in addition to competences.
• Fifth filter: references (bosses, peers and collaborators) and background check, before candidates are presented.
• Resumes of potential candidates are sent after the first week since the start of the search.

• Selected finalists are presented to the client (on average, between 10 and 20 business days after the start of the search).
• Delivery of preliminary reports, that include each candidate's strengths for the position and aspects in which he has a learning curve to work on; plus a brief diagnosis of the critical competences for the position and references.

• Support with coordination of interviews between the client and the candidates.
• Support in the final election of the candidate and delivery of the offer
• Delivery of a 360 ° reference report (bosses, peers and subordinates), including information about the last workplace.
• Support during link-up process
• Feedback session with the chosen candidate.
• Closure of the process with notification and thanks to unselected candidates.
• Development plan for the chosen candidate in order to close gaps and verify adaptation to their new organization, with periodic meetings.
• We are committed to helping you find and develop the right candidate for any given position, which is why we offer a repeat search warranty for the hired candidate.

The satisfaction index in our search processes is over 94%; at TASA we give the extra mile and do a committed job until the last day.

TASA's mission is to always try to adjust to the needs of its customers and to support them with flexibility in the pursuit of their objectives.

Each talent assessment process is customized with our client's needs as a priority; and begins with understanding the strategy and culture of the organization. We create products tailored to your needs, in order to determine if the candidates evaluated will have a successful affiliation within the organization!

Diagnosis

Photo of the person

• Preparation of an evaluation plan.
• Application of tests according to the profile.
• Individual interviews (face-to-face and / or virtual) with candidates selected by the client, conducted by a multidisciplinary team, focusing on personality, life history, management milestones, results and competences.
• Professional references.
• Delivery of confidential reports, with candidate adjustment to the required profile and analysis of the results of the interviews, tests and references; including the strengths of the candidate, which are leveraged to help the candidates close their development gaps.

Why do an evaluation?

• It allows an organization to identify high potential individuals and refocus its development and training budget in accordance with the results.
• To identify successors to the company's key positions.
• Useful tool for the management team to know what kind of talent it has and how it is distributed within the organization.

Why make an evaluation oriented towards the culture and strategy of the organization?

• Development of hard and soft skills
• Career planning
• Mitigation of psychosocial risks

All our assessments are custom-built to meet your requirements

TASA creates products tailored to your needs!

Prepare your own menu according to the needs of your organization

Have you ever wondered, how is the talent distributed within my organization?

Nine Box: Canvas of strategic talent.

We place each executive in accordance with his potential and his contribution to their work teams, by using the Nine Box methodology to determine, among other factors, the successors to the company's key positions, through meticulously tailored development plans for your collaborators.

The objective of an intervention and continuity program is to develop the gaps in the competences of each executive through continuous work over time, which in turn allows for the generation of permanent habits.

Why is talent development so important? It allows you to...

• Identify development objectives for each candidate.
• Identify interest groups (bosses, peers, subordinates, suppliers, family, community, among others)
• Plan activities to achieve development goals that involve your interest groups.
• Measure the changes observed by applying questionnaires that are designed individually and exclusively for each executive and that are answered quarterly by those interest groups (360 °) very easily through an online platform.

How can I get the most out of my board of directors?

The objective of this consultancy is to form a high performance team whose collective value is much higher than the sum of each of its members. The focus is to add value to the company, ensure that it is on track to meet the vision and strategic objectives, ensure its optimal management and build an effective relationship with the CEO.

In today's corporate world there are essentially 5 types of Boards of Directors that range from passive to operational, as well as certifier, audit, committed and high performance.

The methodology that we use in TASA for the evaluation of Board of Directors consists primarily of each members’ self-evaluation, the evaluation of their peers (their other Board of Directors partners) and an evaluation carried out by TASA. These three inputs are quantified taking into account the fundamental aspects that are exposed in the following graph:

• Each individual member’s contribution throughout the interaction they have in the course of the sessions.
• Knowledge of key areas
• Understanding of their Role within the Board
• Quality of their contributions

The spirit of this evaluation is to identify how each member of the Board adds value, since it is not expected that everyone knows all the key areas or has experience with all functions. By having their strengths identified and by showing how all members can add value, TASA can do the analysis of the collegiate body as a whole unit, by highlighting its strengths and raising flags when there’s evidence of a key area or function not being covered by at least one of the members.

It is important to always remember: High-performance Boards of Directors must be aligned and focused on meeting the strategic objectives of the organization!

TASA has the tools to support you in carrying this out. Contact us.

(We seek and recommend members for Boards of Directors, with the objective of populating them with people who fill the gaps between the critical objectives and their capabilities, factors that directly affect the fulfillment of the short-term strategy).

Building leaders for the 21st century is a model and diagnostic tool that helps determine how senior executives of an organization exercise their leadership. It is based on the cutting-edge concepts of “the road to leadership”, “authentic leadership” and Positive Psychology that are currently part of the main curriculum at Harvard Business School.

It includes a diagnosis of each executive that is made through an online virtual platform, where bosses, peers, subordinates, customers, suppliers and the executives themselves will be asked to make an evaluation of their performance in key dimensions.

They answer questions that allow TASA to visualize the results of this diagnosis by departments, position level and other categories that are relevant to your company.

Key dimensions most used to design the diagnosis:

• Strategic management.
• Vision
• Change management
• Management and self development.
• Happiness management
• Management and team development.
• Influence and negotiation
• Communication
• Interpersonal relationships
• Results orientation
• Values, social responsibility and sustainability.

Example:

Dimensions (It starts from here) - This is the diagnosis

The goal is to make habits out of the behaviors that help close development gaps.

Are you interested in reducing the selection costs in your company?

Have you ever wondered how expensive it is to hire the wrong person?

Through a fixed rate that allows us to perform the partial or total search of your annual vacancies, you could rely on the team of expert headhunters and cutting-edge technology we provide at TASA. The natural consequence of allowing us to focus on this will be the gradual improvement of your human talent quality and rotation indicators, which in turn directly impact the management of the business and its strategy.

Invest your energy in the pursuit of your organizations’ goals and allows us to handle your selection and hiring needs.

• We can assist you in discovering the true potential of your organization's talent.

At TASA we have the solution you’ve been looking for!

Do you want to ensure that strategy is met with the ideal talent in the correct positions?

Would you like to have your executives in a position within the organizational structure where they can make the best contributions to the business and in turn, allows them to flow in coherence with their greatest strengths, interests and career expectations?

TASA assists you in understanding what drives talent within your organization, to place it appropriately and thus generate results in a fluid manner within the shortest possible time.

Do not underestimate the effort and fatigue required to swim against the current. Let us help you identify a simpler route, one that you probably already have and are about to discover.

Do you want to know how talent is distributed within an area of the economy?

Are you interested in finding out if the salaries you are considering paying your employees fit the reality of the current market?

Have you identified which type of positions that can help you fill that empty vacancy that your business so desperately needs for the development of your business strategy?

TASA’s Research Division will help you find all these answers!

We will carry out a thorough analysis of the labor market, of the sectors of the economy and of the most competitive companies (usually the main source of suitable candidates), with the purpose of understanding the available market in greater depth, in relation to your critical positions. For us at TASA it is essential that you, our customers, have sufficient knowledge of the market in terms of the talent you are considering hiring.

The publication can be anonymous.

• TASA publishes openings on its website and on its dedicated platform.
• TASA only receives and sends the resumes of those who apply.
• Our customer is responsible for the rest of the stages of the selection process (filters, telephone contact, interviews and hiring).

Publication and broadcasting can be anonymous.

• TASA publishes openings on its website and on its dedicated platform.
• The team at TASA broadcasts openings in internal and external networks.
• TASA additionally and only, receives and sends the resumes of those who apply.
• Our customer is responsible for the rest of the stages of the selection process (filters, telephone contact, interviews and hiring).

Publication, broadcasting and filtering can be anonymous

• TASA publishes openings on its website and on its dedicated platform.
• The team at TASA broadcasts openings in internal and external networks.
• TASA is responsible for filtering resumes and selecting between 5-10 profiles that meet our customers’ requirements.
• TASA delivers a comparative document of the selected candidates.
• Our customer is responsible for the rest of the stages of the selection process (telephone contact, interviews and hiring).

• When you upload your CV, your professional profile becomes part of our extensive database and, therefore, become part of the TASA Worldwide family.
• When you send your resume, our system reviews your application field by field and automatically creates your profile as a person and attaches your resume as a document.
• Any additional information that you share in your user profile will also be added to your professional profile in our database.
• Having your resume and your profile allows us to quickly identify if you are aligned with a profile required in any of our open processes.
• This allows us to be the ones who contact you when our team of human talent specialists identifies your potential to participate in one of these processes.

To see which openings we currently have click here.

Using as a pillar all our experience in search processes and our innovative approach towards talent development, we can offer several guidance and mentoring sessions to employees who are going to enter (or are in) a state of career transition, so that they achieve an optimal reintegration into the labor market.

These sessions focus on:

• Preparation of CV clearly stating: purpose, strengths, interests and market requirements.
• Assistance in developing and completing a professional profile.
• Tools to better manage, cope and lead with tranquility any job interview.
• Strategies to find new opportunities efficiently.

TASA Worldwide offers this service individually or collectively as a workshop.

TASA Worldwide does NOT do executive outplacement, in the sense that it does not guarantee our customer organizations or collaborators a new position, we only assist in the process and are committed to doing so. These products are designed to empower people, but this does not imply that by hiring us, they gain access to some type of privileged list or are taken into account preferentially for some process.

Taking into account our business model, accepting money in exchange for a promise to link someone to a company, would go against our work ethic.

This guidance process, tailored to each persons’ requests, constitutes a mentoring experience for professional (and personal) development. Through several sessions where we discuss professional trajectory, achievements, knowledge, skills and lessons, we begin to create a map of competences and future development for the mentee, in order to help him in his process of growth and / or full discovery. The vast experience our team has in talent development allows us to have a privileged view on how to help and positively affect the people with whom we come into contact; this is why TASA Worldwide offers a complete professional guidance service, which includes job search guidance, with strategies tailored to your interests and strengths; as well as a development plan, in order to work the identified areas that have potential for improvement.

• What do I have to offer organizations? (Knowledge, experience, skills, competences, achievements, etc.)
• Assistance in defining strategies to strengthen our professional and personal development opportunities.
• Analysis of the target market to determine which type of companies I want to work in, taking into account my profile and / or the position which I aspire to.
• Market analysis to determine which sectors are currently the most active, what type of profiles are the most required and what type of salary compensation is on offer.