Professional journey of Ms. Makhijani unfolds as a tale of dynamic evolution and relentless pursuit of excellence. Commencing her career in the recruitment sector through the esteemed Graduate Scheme at Hays, she was introduced to the realm of talent acquisition and management, marking an important moment in her life. With a fervent drive and dedication, she ascended rapidly within Hays, securing four promotions in just four years, including successfully leading a team from billing £10,000 to an impressive £80,000 a month.
Her subsequent move to Michael Page allowed Ms. Makhijani to work on a hybrid desk encompassing permanent and interim senior leadership roles. Entrusted with the formidable task of spearheading growth within the Public Sector division in London, she swiftly emerged as the top biller in HR across the UK. Her experiences in these roles, especially setting up executive desks at Michael Page, were instrumental in developing her entrepreneurial spirit.
In 2011, she made the decision to start her own business, and that’s when Oliver Sanderson was born. From humble beginnings in her dining room armed with nothing but a laptop and a vision, Oliver Sanderson has burgeoned into an internationally acclaimed executive search firm, spearheading industry standards and redefining paradigms.
Ms Makhijani says, “The decision to venture into entrepreneurship was driven by my desire for innovation, a commitment to doing things differently, and a strong passion for tackling the challenges in the executive search industry.”
Oliver Sanderson: Redefining Leadership Recruitment
Oliver Sanderson is an award-winning executive search firm recognised for path-breaking contributions to EDI and digital recruitment innovation by the House of Lords, Global Recruiter, APSCo, the Recruiter Awards, and in the 2022 Platinum Jubilee Album for a “transformational contribution” to UK business. It is an executive search firm with a difference, combining experience and expertise with innovation and fresh thinking.
Oliver Sanderson specializes in finding talent at board and senior leadership level for FTSE 100, FTSE 250, Fortune 500, and PE-backed businesses. Placing permanent and interim positions across a wide range of sectors, Oliver Sanderson has built up a strong track record of C-Suite appointments. With its suite of digital apps, including Snapp CV, and its powerful diversity and inclusion work, Oliver Sanderson is leading the way in discovering the next generation of business leaders.
“Our core values of Honesty, Integrity and Passion are at the heart of everything we do. Our aim is to help clients achieve greatness by attracting, developing, and retaining professionals of the highest caliber. We ensure that clients strengthen their organizations by identifying and recruiting the very best individuals, as well as supporting their progression into accomplished leaders,’ says Ms. Makhijani.
Connecting Talent with Opportunity
Oliver Sanderson’s approach to evaluating executive candidates involves a comprehensive approach extending beyond just their resume and interview performance. Through meticulous competency-based interviews, they delve into the core capabilities of candidates. Cultural alignment is assessed through behavioral evaluations and reference checks, ensuring a seamless fit within the organization. Employing cutting-edge tools like psychometric testing and AI-driven analytics, they gauge candidates’ potential for thriving in the role and integrating seamlessly into the client’s organization.
They assess candidates’ soft skills, leadership capabilities, and potential for growth. This involves utilizing behavioral interviewing techniques, conducting in-depth reference checks, and leveraging industry expertise to evaluate candidates’ fit within the client organization’s culture and strategic objectives.
Ms. Makhijani says, “To identify and attract top-tier executive candidates, we employ a multi-faceted approach. This includes leveraging our extensive network, utilizing our innovative recruitment technologies such as Snapp CV, conducting targeted outreach campaigns, and partnering with industry-specific organizations and networks. Additionally, we focus on building meaningful relationships with potential candidates, taking time to understand their career aspirations, and presenting opportunities that align with their goals.”
Client-Centric Approach
What sets Oliver Sanderson Group apart from its competitors is unwavering commitment to delivering personalized, consultative, and results-driven solutions. It prioritizes building long-term relationships with its clients, understanding their specific needs, and tailoring approaches accordingly. Deep industry expertise at Oliver Sanderson, combined with an agile and innovative mindset, allows them to stay ahead of the curve and provide unparalleled value to clients.
Oliver Sanderson, established in 2011, has consistently been recognized as a pioneering force in Equity, Diversity, and Inclusion (EDI) initiatives. At the core of its mission since inception, Oliver Sanderson has championed EDI principles, positioning itself as a thought leader in fostering inclusive environments.
Company’s mission is to lead the way in discovering and engaging with the next generation of diverse business leaders, while driving improvements in representation across a wide range of sectors. For its clients, Oliver Sanderson is committed to connecting mission-led businesses with diverse talent and fostering a culture of equity, diversity, and inclusion – a place where everyone feels welcome and supported to fulfill their potential.
In pursuit of its mission, Oliver Sanderson fosters a collaborative approach that involves partnering with diverse organizations, communities, and networks. CEO, Natasha Makhijani, continually shares her path-breaking experiences as an Asian woman leader in this industry and maintains a powerful voice in the discussion on EDI and dismantling barriers to entry.
Candidate-Client Harmony
At Oliver Sanderson, Building strong relationships and ensuring a smooth transition for both the selected candidate and the client company is paramount. They prioritize open communication, transparency, and trust throughout the entire process. By taking the time to understand the unique needs and objectives of both parties, they can effectively match candidates with the right opportunities and provide valuable guidance and support to clients.
Moreover, they provide ongoing support and guidance to both parties throughout the onboarding process, facilitate open communication, and address any challenges or concerns that may arise. The goal is to facilitate a seamless integration that sets the stage for long-term success.
Maintaining confidentiality and discretion
Maintaining confidentiality and discretion poses significant challenges due to the delicate balance required in handling sensitive information. The intricacies lie in the need to navigate between the obligation to keep the identities of potential candidates and the details of the search itself under wraps while simultaneously engaging with clients and candidates transparently.
While we asked Ms. Makhijani, how does she maintain this, she stated:
“Maintaining confidentiality and discretion throughout the executive search process is of the utmost importance to us. We adhere to strict confidentiality protocols and ethical standards to safeguard sensitive information and protect the privacy of both clients and candidates. Our commitment to professionalism and integrity is unwavering in every aspect of our work. If a client gives us a confidential role, we send out NDAs to candidates to sign before we disclose the name of our client. This ensures that the role remains confidential so that the client is not swamped with direct applicants, and also so that their competitors aren’t aware of their hiring practices.”
“We are also fully compliant with GDPR and only retain client and candidate information with their permission. This information is not shared with anybody outside of the direct recruitment process for the role.”
Foreshadowing on the Future Evolution of the Executive Search industry
Diversity, Equity and Inclusion (DE&I) continues to be a focus for many employers and society at large. They are no longer only buzzwords, they are essential elements of forward-thinking and successful organizations. Research shows that companies that champion diversity and inclusion are more successful and innovative, and more attractive to customers, staff, and potential job applicants. In hiring processes, companies should give priority to DE&I initiatives, such as using inclusive interviewing techniques and diverse placements. This trend aims not only to meet societal expectations but also to foster innovation and create a more robust and dynamic work environment.
Ms. Makhijani says, “At Oliver Sanderson Group, we embed inclusivity and diversity at every stage. From inclusive hiring practices to mentorship programs and diversity initiatives, we create an environment where every voice is heard and valued. Collaboration with industry partners and advocacy for systemic change further our commitment to equity. When sourcing candidates for executive search assignments, we ensure that our candidate pools are diverse and representative of the broader talent landscape. Our diverse shortlists are also presented to clients blind, with all personal information and references to age, gender identity, ethnicity and disability removed. This eliminates the possibility of bias at the pre-interview stage, allowing the candidates to be judged fairly on their skills and experiences.”
Technology and automation can help massively to reduce recruiter workloads and help relieve pressure. New tools and evolving technologies are entering the recruitment space all the time, and 2024 will be no different. Of course, there’s no substitute for a talented recruitment team, but HR tech stacks can include solutions for chatbots, candidate screening, AI skills matching, video interviewing and much more. All this can help to streamline the recruitment process and help the recruiter focus on what they do best.
Oliver Sanderson have developed Snapp CV, a pioneering suite of digital recruitment apps offering digital solutions at every stage of the recruitment process, including an innovative mobile job board, integrated video interviewing options, and an exclusive integration partnership with Amazon Alexa, providing access to over 100 million devices. Snapp powers Amazon Alexa’s ‘Find me a Job’ skill, and currently has over 25 million candidates registered in the UK and the USA, with over 250,000 positions listed on its mobile job board.
From advertising roles on Snapp CV & Resume, to seamless candidate research and application processes, to first stage pre-recorded video interviews using VidEmploy – interviews and hiring are delivered with speed and efficiency. Snapp CV & Resume allows users to search for jobs using voice commands and intuitive browsing functions and offers additional digital content through employer microsites. Applicants can apply for jobs quickly and easily by uploading their CV, connecting to their profile, and adding a 60-second video cover letter. In addition, VidEmploy, our integrated video interviewing platform, offers both live and recorded video interviews, making it easier for employers to expand their candidate pool and conduct interviews remotely. Direct sourcing and hiring times have been significantly reduced, and processes can now be run fully online.
Staying ahead with Industry Trends
Staying updated with industry trends and changes in the executive talent landscape is essential in this line of work. Ms. Makhijani makes it a priority to continuously research and analyze market trends, attend industry conferences and events, engage with thought leaders, and participate in professional development opportunities. Additionally, the team at Oliver Sanderson Group collaborates closely to share insights and stay ahead of emerging trends. They prioritize continuous learning and foster a culture of curiosity and innovation within the organization. Collaboration with industry peers and thought leaders keeps them at the forefront of their field.
“Staying updated with changes and advancements in various industries is essential to better serve our clients. We invest in ongoing training and development for our team, actively engage with industry associations and forums, and leverage data analytics and market intelligence to inform our strategic decision-making. By staying ahead of the curve, we can provide our clients with the insights and expertise needed to navigate complex business challenges, says Ms. Makhijani.
Tailored Coaching for New Executives
One of the additional services Oliver Sanderson offers is onboarding support and Executive Coaching for the first 100 days of employment. Executive recruitment processes can be expensive and time-consuming, and it is important that new appointments get up to speed quickly to begin performing at their full potential. The first 100 days are particularly challenging, as newly appointed leaders seek to understand and navigate their new organization, build productive relationships with their new colleagues, and begin to prioritize and work toward delivering initial goals. The complex and ever-changing challenges facing today’s business leaders all add to the pressure of the first 100 days.
Its Executive Coaching package is tailored to support placed candidates in meeting these challenges and accelerating their road to optimal performance. The package includes an initial contracting session, where goals are agreed, and the coaching approach outlined and then 3 full coaching sessions through the first 100 days. The coaching is delivered by qualified executive coaches, who have considerable success in coaching leaders in organizations and experience of working at senior level with the corporate environment. The additional modest investment in this coaching offers a substantial return in terms of enabling candidates to show more of their potential earlier in their successful career with an organization. Other tailored coaching packages can also be designed to meet other needs beyond the first 100 days.
Choose Your Executive Search Partner Wisely
My advice to organizations seeking an executive search and selection partner is to prioritize expertise, integrity, and collaboration. Look for a firm with a proven track record of success, a deep understanding of your industry, and a commitment to delivering exceptional results. By partnering with a trusted advisor like Oliver Sanderson Group, you can gain access to top-tier talent, drive organizational growth, and achieve lasting success.
