Author: Redazione

In a rapidly changing business world, the figure of the Finance Manager is playing an increasingly crucial role. The advent of financial digitisation has transformed the business landscape, creating new opportunities and challenges for business professionals. In this context, the Finance Manager becomes a key player in adapting financial strategies to new market dynamics.

Today and Tomorrow’s Finance Manager

Financial digitisation is no longer a mere trend, but a tangible reality that is redefining the modus operandi of companies. Finance managers are called upon to govern this transformation, interpreting the constant flow of financial data and converting it into strategic insights. This shift requires a deep understanding of new technologies, such as big data analytics, artificial intelligence and blockchain, which are revolutionising traditional financial management.

Our headhunting company has observed that the demand for Finance Managers with a mix of technical and strategic skills is steadily increasing. Companies require professionals who are not only able to manage budgets and cash flows, but who can also provide leadership in digitising financial processes. These leaders must be agile, proactive and equipped with a mindset that embraces change, capable of steering the company through the complexities of the digital ecosystem.

Financial resilience is another important aspect for modern Finance Managers. In today’s environment of economic uncertainties and volatile markets, Finance Managers must be able to build robust financial strategies that protect the company and ensure its sustainable growth. This implies sophisticated risk management and a holistic approach to financial planning.

All without forgetting that sustainability has become an essential component of corporate strategies. Today’s Finance Managers are often called upon to integrate sustainability practices into their financial models, aligning economic goals with environmental and social objectives. This not only improves the company’s public image but also contributes to a long-term vision that lays the foundation for a greener and more responsible future.

Faced with these changes, the headhunting process for finding Finance Managers has evolved. It is no longer just about assessing experience and technical skills, but also about identifying those professionals who demonstrate a commitment to continuous learning and innovation. StrategicPeople’s task is to find talents that not only fits the company’s current requirements, but can also lead it into the future.

Throughout history, Italy has given birth to numerous visionary leaders who have left an indelible imprint on the business world. These executives have not only been pioneers in their respective fields, but also a source of inspiration for countless professionals who aspire to become successful leaders. We explore some of these legendary figures, and the leadership lessons we can learn from them.

Enrico Mattei – Revolutionary Energy

Enrico Mattei, as head of Eni, transformed the Italian and international energy industry. With a vision focused on Italy’s energy independence, Mattei negotiated historic agreements with oil-producing countries, creating new paradigms in the industry.

What can we learn from him?

Vision and boldness: Mattei demonstrates the importance of having a bold, long-term vision, not only for the company but also for the well-being of the country and the economy in which it operates. Executives can learn to look beyond immediate profit, pursuing goals that can transform entire sectors.

Negotiation skills: the ability to negotiate with oil-producing countries underlines the importance of international relations and trade diplomacy. Executives can aspire to improve their negotiating skills to achieve results beyond conventions.

Adriano Olivetti – The Innovative Humanist

Adriano Olivetti revolutionised the way of thinking about the workplace, placing great emphasis on the quality of life of employees, and the architecture of workspaces. His leadership strategy based on the respect and wellbeing of workers, is more relevant than ever in an era when work-life balance is paramount.

What can we learn from him?

Humanistic approach: today’s executives can take a cue from Olivetti’s approach, promoting a corporate culture that supports the well-being of employees and, consequently, their productivity.

Social innovation: its innovative vision of the working environment and workspace architecture suggests how innovation can be applied not only to products, but also to corporate culture and environment.

Giovanni Agnelli – The leader of Made in Italy car

Giovanni Agnelli, at the head of Fiat, combined industrial intuition and entrepreneurial talent. Under his leadership, Fiat became an automotive giant, a symbol of ‘Made in Italy’.

What can we learn from him?

Global vision and adaptability: Agnelli’s ability to position Fiat on the world stage teaches executives the importance of thinking globally, remaining flexible and ready to adapt to market changes.

Industrial intuition: Agnelli embodies the ability to blend intuition and strategy, a valuable lesson for executives who often have to rely on their own judgement to make crucial decisions.

Ferruccio Lamborghini – The daring trend-setter

Ferruccio Lamborghini, initially a tractor manufacturer, went on to build sports cars, directly challenging established competitors such as Ferrari. His determination to exceed expectations and to innovate in design and performance is an example for all executives who wish to distinguish themselves.

What can we learn from him?

Determination and innovation: Lamborghini’s story is an example of how passion and determination can lead to challenge and overcome established competitors. From him, executives can learn not to settle for the status quo and to push the boundaries.

Distinction in the market: its decision to enter the sports car sector with a bold and innovative approach highlights how an Executive can successfully differentiate its brand.

These figures have blazed a trail of excellence, demonstrating that an executive is not only the one who guides a company to economic success, but also a leader who can change the rules of the game, positively influencing society and the economy. For today’s executives, these lessons are more relevant than ever, and can be useful in leading their companies successfully. For companies, their legacy underlines the importance of the headhunting process in identifying leaders of such calibre.

In large companies aiming to maximise the efficiency and effectiveness of logistics, the figure of the Logistic Manager becomes central. This role, fundamental in the Supply Chain sector, encompasses all aspects of the complex logistics chain, covering production, warehousing, order management, transport, distribution and customer service. It is clear, then, that the search for a high-calibre Logistic Manager is not only related to the logistics aspect, but a strategic investment that can significantly improve a company’s profitability.

Hard and soft skills of the successful Logistic Manager

A qualified Logistic Manager possesses a unique combination of technical expertise, strategic knowledge and managerial skills. These professionals are experts in analysing and improving complex supply chains, ensuring that products are transported efficiently and profitably from origin to consumer. This efficiency results in reduced operating costs and increased customer satisfaction, which are crucial to a company’s success.

One of the key aspects that a high-level Logistic Manager brings to a company is the ability to implement innovative solutions. Through the adoption of advanced technologies such as automation, artificial intelligence and machine learning, these professionals are able to optimise processes, anticipate potential problems and respond quickly to market changes. This type of innovation not only improves efficiency but can also open up new business opportunities.

Furthermore, an experienced logistics manager plays a crucial role in integrating sustainable practices into the supply chain. This is especially important at a time when consumers and stakeholders evaluate companies not only for their profit, but also for their environmental and social impact. By implementing sustainable logistics strategies, a company can not only reduce its environmental impact but also improve its image and reputation.

Data management and analysis are other key skills of a high-level logistics manager. By using data to make decisions, these professionals can improve forecast accuracy, optimise inventory, and reduce lead times. Effective use of data can transform logistics from cost centre to value centre, directly contributing to company growth.

However, finding a Logistic Manager with these qualities and skills is not easy because it requires a meticulous and strategic selection process. Working with specialised headhunters, who understand the specific challenges and needs of the logistics sector, can be the key to identifying and attracting the best talent. An experienced headhunter not only has access to a vast network of potential candidates, but also possesses the expertise to properly assess both hard and soft skills, ensuring that the selected candidate fits the company’s specific needs.

A good Sales Director ensures optimum performance in the complex world of sales. This leader not only directs sales strategies but also acts as the driving force behind the morale and work of the entire sales team (and not only that, we know how much the sales department influences all areas of a company, from Research and Development to Marketing). Let’s find out how the right Sales Director can transform a company’s sales department and pave the way towards ever more ambitious goals.

A leader who inspires and motivates

A high-calibre Sales Director brings a strategic vision that translates into operational action plans to maximise sales and penetrate new markets. His or her understanding of market dynamics and ability to anticipate changing trends are essential to properly orient the team and its efforts. Leveraging market data, business intelligence insights and sales forecasts based on advanced statistical models, these leaders are able to formulate detailed action plans that include specific actions for diversified customer targets, expansion into new market segments, and the adoption of new digital sales platforms.

The Sales Director also knows how to create a working environment that stimulates productivity and innovation. With an approach that enhances individuality and encourages collaboration, he is able to value the team as a whole. This type of transformational leadership not only attracts top talents, but also maintains team engagement and motivation.

Besides leading, the Sales Director is a coach for his team: he identifies and cultivates the potential of each member. Through continuous training and constructive feedback, he helps salespeople develop the skills they need to excel. The professional growth of individuals results in shared success, empowering the entire sales department.

Last but not least, a high-profile Sales Director doesn’t just set sales targets: he also puts in place performance monitoring and evaluation mechanisms to quickly identify areas for improvement. Through data analysis and careful management of KPIs, the Sales Director ensures that the team is always on the right trajectory to achieve its goals.

In conclusion, the choice of a top-level Sales Director proves to be a strategic investment for any growth-oriented company. Thanks to his guidance, a virtuous circle of continuous improvement and optimised performance is established, allowing sales targets to be met, but also, often, exceeding them, propelling the company towards a future of success and innovation.

Given the breadth of skills and qualities required, the search for a high-profile Sales Director is not an easy task. However, with the assistance of an experienced and reliable headhunter, the search for a high-profile Sales Director is not only possible but becomes an assured investment in the company’s future.

The working world is constantly evolving, and with the acceleration of digitisation, the figure of the ICT Manager has become crucial for business success. However, companies face multiple challenges in finding these professionals. In this article, we will explore the main difficulties encountered by organisations in selecting suitable ICT Managers, and how to overcome them.

Understanding the multidimensional role of the ICT Manager

The first significant challenge is the broad spectrum of skills required of an ICT Manager: they must not only possess sound technical knowledge, but also managerial and leadership skills. They must be up-to-date on the latest technology trends and, at the same time, have the ability to manage budgets, projects and teams. The combination of skills required makes it difficult to find candidates who excel in all these areas.

Another challenge is the fast pace at which technologies advance. What was relevant a year ago may not be relevant today, making the search for an ICT Manager who is both an expert and an innovator, a daunting task. Companies need to look for individuals who not only understand current technologies, but are also able to anticipate and adapt to new trends.

Attracting and retaining talent in a competitive marketplace

In a labour market where ICT professionals are in high demand, companies find themselves in a ‘war for talent‘. The best ICT managers are often already employed and not actively looking for new opportunities, so attracting their attention requires innovative recruitment strategies and competitive offers.

Not to mention that today qualified candidates are looking for more than just a good salary. They aspire for a work-life balance, opportunities for professional growth, a positive corporate culture, and a commitment to sustainability and social responsibility. Companies must therefore examine and improve their employer branding to meet these expectations.

H2: Strategies for finding ICT Managers

To attract the best ICT managers, companies need to build and maintain strong employer branding that communicates company values, career opportunities, and benefits. A strong online presence and a positive working environment are essential elements to capture the interest of top candidates.

Turning to a specialised ICT headhunter is the most effective strategy for meeting these challenges. Specialised headhunters have extensive and in-depth professional networks, as well as state-of-the-art search techniques, which guarantee privileged access to the best ICT managers in the industry. These companies not only identify candidates who are open (even passively) to new opportunities, but also critically assess skills and leadership potential to ensure an optimal match with business needs.

Companies face several challenges in finding the right Area Manager. This key figure requires technical expertise, leadership, problem-solving and communication skills. Managing several locations effectively requires a deep understanding of the local market, regulations and competitive dynamics. Area Managers must be adaptable, as needs and challenges can vary greatly between geographic areas. Mobility and willingness to travel are often essential, which may limit the candidate pool. Knowledge of local languages may be required in areas with different languages. In addition, previous experience in management roles is a prerequisite. Not to mention that remuneration can be expensive and finding talent often becomes a complex challenge in a competitive market.

Area Manager Search: 5 tips to avoid mistakes

Although the search for an Area Manager can be challenging, there are steps that can help you find the right talent.

1. Clearly define the requirements of the role: before starting the search, it is essential to clearly establish the requirements of the Area Manager role. This should include specific skills, experience, personality traits and industry knowledge required. A clear frame of reference will help identify candidates who perfectly fit the desired profile.

2. Use your network of contacts to conduct a proactive search: instead of waiting for candidates to respond to advertisements, it is advisable to conduct a proactive search, using your network to speed up the search process and improve your chances of finding the right professional.

3. Evaluate past experience and skills: one of the key points in the search for an Area Manager is to carefully evaluate the candidate’s past experience and skills. Conducting in-depth interviews and analysing the professional’s background is crucial to ensure that they have a solid base of experience and skills to successfully manage their job.

4. Consider adaptability and corporate culture: in addition to competence, it is important to assess the professional’s adaptability to the corporate culture. The Area Manager should be able to integrate and work effectively within the organisation.

5. Check references and seek feedback: before making a final decision, it is crucial to check the candidate’s references and obtain feedback from people who have worked with them in the past. This gives a clear perspective on the professional’s reputation and skills, helping to make an informed decision.

Being supported by a Head Hunter on this path is the best way to guide your company to success. Contact us to talk to a senior headhunter.

Artificial Intelligence (AI) is not new (its inception dates back to 1956), but in recent months we have been hearing more and more about it, because of the rapid developments these technologies are undergoing, developments that could potentially disrupt the labour market by securing a major competitive advantage for those who adopt them and integrate them consistently into their workflow.

Technically, artificial intelligence is a discipline with diverse influences, including philosophy, mathematics, psychology and cybernetics. AI focuses on the design of hardware and software systems that emulate some functions of human intelligence. It does not attempt to completely replicate human intelligence, but aims to reproduce some of its performance.

AI can already be a valuable ally for companies today, improving productivity, reducing errors and enabling professionals to focus on tasks requiring human skills, such as creativity, critical thinking and complex problem solving.

H2: Why employ an Artificial Intelligence Expert in your company

Hiring an Artificial Intelligence (AI) expert in a company can bring several advantages and benefits. Here are some of the reasons why a company might consider hiring an AI expert:

• AI experts can help the company identify innovation opportunities and develop AI-based solutions that improve products, services or business processes;

• to optimise internal processes, reducing operating costs and improving business efficiency;

• to extract value from business data through advanced analytics and machine learning, providing valuable insights for decision-making;

• if the company intends to develop AI-based products or services, an expert is essential to guide their development process;

• having an AI expert can help a company remain competitive, as he or she can implement cutting-edge technologies;

• to tackle complex problems that would otherwise require a lot of time and human resources;

• to offer personalised and better customer experiences;

• to ensure computer security and protect the company from cyber attacks.

In summary, AI is becoming increasingly crucial to business success in many sectors, and an AI expert can make a significant contribution to exploiting it to the full. The presence of an expert in this field can also be a positive signal to customers and business partners, demonstrating the company’s commitment to innovation and industry leadership.

StrategicPeople, a headhunting company, can help you in this new challenge towards innovation by searching for an Artificial Intelligence Expert for your company.

A cybersecurity expert, or Cyber Security Specialist, is responsible for protecting systems, networks and data from cyber threats. His or her duties may include threat analysis, risk assessment and implementation of security measures such as firewalls, antivirus and intrusion detection systems. Information security experts play a crucial role in ensuring the security of corporate information and digital systems.

The difficulty in finding the right skills and the increasing complexity of threats pose significant challenges for companies seeking qualified professionals in this field.

The urgent need for computer security experts

The growing demand for cybersecurity experts is undeniably linked to the escalation of cyber-attacks, as evidenced by the 2022 statistics. During the year, there was a dramatic increase in attacks, with 12,947 incidents recorded, more than double the number of the previous year. This exponential growth in cyber threats has led companies and institutions to strengthen their security efforts.

However, despite the surge in demand for security experts, the sector suffers from a chronic shortage of highly qualified skills. This shortage of experts is attributable to the rapidly changing cyber threat landscape, which requires highly specialised and constantly updated skills. The shortage of cyber security professionals has also led to competitiveness in the salaries offered to those working in this field.

To meet market demands, IT security professionals need to possess a wide range of skills, including network protection, vulnerability management, encryption, regulatory compliance, threat analysis and incident management. Certifications such as CISSP, CISM and CEH are increasingly sought after to demonstrate competence in the field.

In an environment of rapid technological change, cybersecurity experts need to stay constantly up-to-date with new technologies and emerging trends, such as the Internet of Things, cloud security and artificial intelligence, in order to address evolving cybersecurity challenges. The understanding of these challenges and the availability of highly skilled professionals become crucial in defending against the growing threat of cyber-attacks.

If you are looking for a cybersecurity expert, turn to StrategicPeople, a headhunting company with a proven track record and an extensive network, ready to find the perfect talent for your organisation.

Executive Search is a practice specialising in the search and recruitment of high-level professionals for leadership roles within companies. This process goes beyond the publication of job advertisements and the analysis of available candidates. In fact, we are talking about a direct labour market search that involves highly specialised consultants in identifying highly qualified individuals for administrative, general management or board member roles.

Secrets of Success in Executive Search

Recruiting top talent through Executive Search is a complex art, and success in this field requires not only expertise, but also a solid foundation of ethical principles. StrategicPeople, a leading company in the industry, embodies this winning combination, offering a valuable perspective for success in Executive Search.

The company has embraced a number of key ethical principles that have proven to be fundamental in achieving excellent results in an ever-changing field. Among these, fairness is paramount. Treating all candidates with respect and without discrimination based on race, gender, sexual orientation or other characteristics is essential to ensure a fair and inclusive selection process.

Transparency is another crucial element. Providing clear and accurate information to candidates about job requirements and selection procedures creates open communication and builds trust, which is crucial for success in executive search.

Professional competence is another pillar on which StrategicPeople rests. Investing in continuous training and updating on best practices ensures that the team is highly competent in its work, which is crucial for identifying the right leaders for companies.

Collaboration is another ingredient of success in direct talent search. Working with clients to understand their recruitment needs and ensuring that the process is aligned to their expectations, is a key element in achieving positive results in executive search.

Candidate support is an often overlooked but crucial aspect of executive search. Providing constructive feedback to candidates after the selection process and rejecting applications in a respectful manner improves the candidate experience and helps build a positive reputation of the client company.

Finally, environmental and social responsibility is a commitment that demonstrates our global approach to the way we do business, highlighting our attention to the environmental impact of our activities and our involvement in the community through charitable initiatives.

In summary, StrategicPeople, as a headhunting company, has been demonstrating for years that success in direct talent recruitment is the result of an unwavering commitment to sound ethical principles. These principles, when applied with skill and dedication, create an ethical and responsible professional environment, providing a crucial competitive advantage in a rapidly changing industry, which those who rely on us recognise every day.

At this point in history, the Italian and foreign labour markets are undergoing major and rapid changes. This also applies to high-profile professionals, prompting companies to increasingly turn to the figure of the head hunter for the search for managers and executives in Italy. This professional, also known as a head hunter, can simplify the talent recruitment process, making it fast and effective.

The search for talents in Italy

More and more companies in Italy are looking for talent, but they often encounter complications; suffice it to say that in 2022 it took companies an average of 4 months to find it.

When searching for an executive in Italy, companies can face several difficulties. Among these is the scarcity of suitable candidates, because, for high-profile figures, today demand exceeds supply in many sectors.

Precisely because of this scarcity, companies are often in competition to retain or attract new talent, making it essential to structure a competitive welfare and benefits system (such as flexible hours and smart working, which are increasingly in demand today) to motivate executives.

Not least, the process of recruiting a new executive is complex and requires assessing competencies, experience, soft skills and compatibility with corporate values. The search is not always carried out in the right way and this can lead to time dilation with consequent losses for the company in its search for new talent in strategic positions.

These difficulties have led to an increase in the use of head hunters in Italy, because these figures specialise in recruiting new talent.

How to find a head hunter in Italy

If a company is looking for a new executive or manager, it certainly cannot risk relying on the wrong head hunter. Relying on a structured head-hunting company allows one to have a team of senior consultants at one’s disposal, while addressing only one interlocutor, thus making the process smooth.

StrategicPeople is one of the most important head hunting companies in Italy, consisting of vertical head hunters for every single sector and an important network of acquaintances that guarantees to find the perfect talent for every company in just a few weeks. StrategicPeople’s clients include some of the most important Italian companies that have found their executives thanks to the experience and preparation of our head hunters.