Author: Redazione

The Export Manager is a key figure for organisations that want to work with foreign markets or expand their activities there. This figure is in charge of business development in overseas markets.

The duties of an Export Manager or an Export Director

An Export Manager has several responsibilities including:

• international market development, identifying new opportunities, analysing the demand for the company’s products or services, and developing strategies to enter new countries.
• The planning and implementation of export strategies, through the elaboration of detailed plans for the sale and distribution of products or services in foreign markets (including the definition of pricing policies, the identification of appropriate distribution channels and the development of international marketing strategies).
• The management of export operations and their monitoring.
• Developing and managing relationships with international customers, creating and managing long-term relationships with them (through participation in trade fairs, negotiating sales contracts, handling customer enquiries and resolving any problems).
• Monitoring market trends and the regulatory environment in the country of interest.

These are just some of the tasks that an Export Manager may be called upon to perform, as the tasks vary from company to company.

How to find the right Export Manager

To find the right Export Manager or Export Director, it is important to follow a few steps:

1. Define the desired requirements
   Firstly it is important to clearly identify what skills, experience and qualifications are needed for the role of Export Manager in the organisation. Specific requirements of the industry and international markets in which one operates, should also be considered.
2. Active candidate search
   This can be done by using professional contacts, attending trade fairs or industry conferences, exploring professional social media or using executive search services. These can be handled by head hunters specialised in export and international trade.
3. Profile assessment
   Once a list of interesting profiles has been drawn up, the CVs, previous experience and skills of each one should be carefully evaluated. Targeted interviews can be conducted to investigate technical skills, knowledge of international markets, export management skills and leadership abilities.
4. Cultural assessment
   The compatibility of the profiles with the corporate culture and the existing team, the ability to work collaboratively, the capability to adapt to new environments, and to communicate effectively with international partners, should also be considered.
5. Bidding and negotiating
   Once the ideal candidate has been selected, a detailed job offer should be made, including remuneration, benefits and contractual conditions. If necessary, the details of the offer should be negotiated to ensure a mutually satisfactory agreement.

The right Head Hunter can help you simplify this process, finding the perfect profile for your company and verifying through his network that the new Export Manager or Export Director is suitable for your organisation.
StrategicPeople, one of the best head hunting companies in Italy, can help you in this process, leading your company to success in foreign markets.

Contact us to talk to one of our senior consultants.

Executive head hunting refers to the search and selection of managers and executives, also known as executive profiles. Their search is often referred to as executive search activity. Head hunters make it possible to find high-level figures quickly, choosing from a shortlist of profiles suitable for the company.

Executive search: differences with normal recruitment

Executive search is an invaluable tool for all companies looking for executive profiles, i.e. high-level profiles such as top managers and executives, because it has features that make it more effective than the normal personnel search.
Let us look at them together.

1. Level of positions
   Executive headhunting focuses on the search and selection of executives, senior managers and high-level professionals. In contrast, traditional headhunting focuses on lower or mid-level positions.
2. Specialisation and expertise
   In executive search, consultants are experts in understanding the unique needs of senior positions and identifying candidates with the specific experience, knowledge and expertise required for such roles. Personnel search, on the other hand, can be more generalised and aim to fill different positions in a company.
3. Proactive research
   In executive head hunting, specialists actively search for qualified candidates, even if they are not looking for a job. This is done by direct approaches, networking or identification of potential talent through different sources. Personnel search, on the other hand, may mainly involve collecting and analysing applications that respond to job advertisements or that have been sent in spontaneously.
4. Confidentiality e discretion
   In executive search, confidentiality is particularly important. Since potential candidates often occupy key positions within their current organisations, confidentiality must be maintained during the recruitment process. In traditional recruitment, confidentiality may be less critical, as it often involves lower or mid-level positions.
5. In-depth evaluation process
   Executive search involves a more in-depth assessment process of candidates. This may include targeted interviews, psychometric assessments, competency and behavioural analyses, and verification of professional references. Traditional personnel search may have a more simplified and less in-depth selection process.

StrategicPeople is the executive search company that focuses on finding high-calibre professionals with a wide range of specialised skills, using proactive approaches, maintaining confidentiality, and adopting a thorough evaluation process.

Contact us to find the perfect executive or manager for your organisation.

Head hunting is a recruitment method that involves identifying and recruiting top talent for key positions in a company. It is a proactive approach to recruitment, where the recruiter seeks out candidates who may not be actively looking for a job. The goal of head hunting is to find the best candidates for a particular position, regardless of whether they are actively seeking employment.

The advantages of turning to a fashion head hunter

In the fashion industry, head hunting is a common practice due to the highly competitive nature of the industry. Fashion companies are constantly seeking top talent to help them stay ahead of the curve and produce innovative designs that appeal to consumers. Head hunting allows fashion companies to identify and recruit designers, marketers, and other key personnel who have a track record of success and can help drive the company’s growth.

One of the key benefits of head hunting in the fashion industry is that it allows companies to tap into a wider pool of talent. Many top fashion professionals are already employed, and may not be actively seeking new opportunities. However, by using head hunting techniques, companies can identify and recruit these individuals, who may be able to bring a fresh perspective and new ideas to the company.

Another benefit of head hunting in the fashion industry is that it allows companies to find candidates who have a specific set of skills and experience. For example, a company may be looking for a designer with experience in a particular type of clothing, such as sportswear or high-end fashion. By using head hunting techniques, the company can identify candidates who have the necessary skills and experience to excel in that role.

Overall, headhunting is an effective recruitment method for fashion companies looking to find top talent and stay competitive in a fast-paced industry. By using headhunting techniques, companies can identify and recruit candidates who have the necessary skills and experience to help drive the company’s growth and success.

Matching supply and demand in the world of work, especially at the top, is one of the problems that companies face most frequently. The same goes for other human resources problems that often threaten the stability of an organization. Relying on an effective and efficient head hunting company is the best solution for talent recruitment.

Strategicpeople.com is an online platform that specializes in providing consulting and recruitment services for companies across various industries. The company has been in operation for many years and has built a reputation as a trusted and reliable partner for businesses looking to hire top talent and improve their organizational effectiveness.

Evaluating a head hunting company

Here are some of the key features and benefits of strategicpeople.com:
1. Recruitment services: Strategicpeople.com offers a wide range of recruitment services to help companies find the best candidates for their open positions. They have an extensive network of professionals and a rigorous screening process to ensure that only the most qualified candidates are presented to clients.
2. Executive search: The platform also offers executive search services for businesses looking to fill high-level positions. Their team of experienced consultants works closely with clients to understand their specific needs and identify candidates who possess the necessary skills and experience.
3. HR consulting: Strategicpeople.com provides HR consulting services to help companies improve their organizational effectiveness. This includes services such as HR strategy development, performance management, employee engagement, and talent development.
4. Industry expertise: The platform has a team of consultants with deep industry expertise across various sectors, including technology, finance, healthcare, and more. This enables them to provide tailored solutions that meet the unique needs of each client.
5. Proven track record: Strategicpeople.com has a proven track record of success, with many satisfied clients who have benefited from their services. Their focus on quality and customer satisfaction has helped them build long-term relationships with clients and establish themselves as a leader in the industry.

In conclusion, strategicpeople.com is an excellent platform for companies looking to hire top talent and improve their organizational effectiveness. Their recruitment services, executive search, HR consulting, industry expertise, and proven track record make them a reliable partner for businesses of all sizes and industries.

The Head Hunting in the field of ICT and cybersecurity is involved in the recruitment and hiring process of top talents for key positions within an organization’s cybersecurity team. As the demand for qualified professionals in cybersecurity continues to grow, the Head Hunter plays a crucial role in identifying and attracting individuals with the necessary skills and experience to protect organizations from cyber threats.

In the field of Information and Communication Technology (ICT) and cybersecurity in particular, it is essential to stay updated on the latest trends, technologies, and threats. Continuously adapt your hiring strategies to attract and retain the best talents in this rapidly evolving field.

Being an effective Head Hunter in the field of cybersecurity requires perseverance, adaptability, and keeping up with industry developments. By implementing these strategies and continually refining your approach, you can increase the chances of attracting and securing high-level cybersecurity talents for your organization.

How to search for talent in the ICT and cybersecurity sector

To effectively perform the role of Head Hunter in the cybersecurity field, StrategicPeople‘s Head Hunter follows the following steps:

1. Define the Role: Clearly describe the job, responsibilities, and qualifications required for the desired position. Identify specific skills, certifications, and experience necessary for success in the role.
2. Identify Target Candidates: Create a list of potential candidates based on their resumes, reputation, and cybersecurity skills. Look for individuals with strong experience in areas such as network security, incident management, vulnerability management, penetration testing, or security operations.
3. Network and Engagement: Utilize professional networks, participate in industry conferences and events, and engage with cybersecurity communities to identify potential candidates. Make use of online platforms to connect with professionals actively working in the field.
4. Approach Candidates: Once potential candidates are identified, reach out to them directly or through their network connections. Highlight specific reasons why you believe they would be suitable for the role and the organization.
5. Sell the Opportunity to Candidates: Cybersecurity professionals are highly sought after, so it is essential to illustrate the unique benefits and opportunities your organization can offer. Emphasize factors such as exciting projects, professional growth, competitive compensation, a collaborative work environment, and the importance of the role in protecting strategic assets.
6. Evaluate Candidates: Conduct in-depth interviews and assessments to evaluate candidates’ technical skills, problem-solving abilities, and cultural fit within your organization. In particular, StrategicPeople involves experienced cybersecurity professionals in the interviews to provide their expertise and certify candidates’ skills.
7. Highlight the Organization’s Commitment to Security: Showcase the organization’s strong commitment to cybersecurity and the importance placed on protecting sensitive data and systems. Demonstrate investments in cutting-edge technologies, ongoing training programs, and a solid security culture to attract candidates who consider security a core value.
8. Prioritize Diversity and Inclusion: StrategicPeople’s Head Hunter, within the ICT division, recognizes the importance of diversity and inclusion in building a strong cybersecurity team and encourages its clients to do the same. Actively seek candidates from underrepresented groups and create an inclusive hiring process that values diverse perspectives. This can contribute to better problem-solving and innovation within your team.
9. Offer and Negotiation: Once the right candidate is identified, StrategicPeople’s Head Hunter presents a compelling offer that reflects the candidate’s value and market salary ranges. They are prepared to negotiate, especially regarding salary, benefits, and possible relocation packages.
10. Provide Competitive Compensation and Benefits: To attract top talents, ensure that your compensation packages are competitive. Keep in mind that cybersecurity professionals often receive multiple job offers, so consider offering additional benefits such as flexible work arrangements, professional development opportunities, and work-life balance initiatives.
11. Onboarding and Retention: After successfully hiring a candidate, focus on a comprehensive onboarding process to help them seamlessly integrate into your organization. Additionally, prioritize employee development, training opportunities, and a supportive work environment to foster long-term retention.

StrategicPeople’s ability to engage the right candidates in ICT and cybersecurity is achieved through the following method

1. Leverage a vast network and deep industry knowledge: StrategicPeople utilizes its extensive network and in-depth understanding of the industry to simplify the headhunting process and connect with highly qualified candidates.
2. Participate in cybersecurity conferences and events: Actively engaging in conferences, seminars, and industry events allows StrategicPeople to network, stay updated on the latest trends, and interact with potential candidates in person.
3. Collaborate with professional associations and cybersecurity organizations: StrategicPeople maintains connections with professional associations in the ICT field and organizations dedicated to cybersecurity. These associations often have job boards, forums, and networking events that can help identify top talents.
4. Cultivate relationships with universities and training programs: StrategicPeople establishes relationships with universities, colleges, and training programs that offer courses and degrees in cybersecurity.
5. Stay updated on emerging technologies: Familiarize yourself with emerging technologies and trends in cybersecurity, such as cloud security, artificial intelligence (AI), Internet of Things (IoT) security, and blockchain. Look for candidates with experience or a strong interest in these areas to ensure your cybersecurity team is future-ready.
6. Continuously nurture relationships: StrategicPeople’s ICT professionals maintain ongoing relationships with cybersecurity and ICT professionals. This can involve staying in touch through professional networks, attending industry events, or engaging in online communities.

By employing these strategies, StrategicPeople is equipped to attract and connect with the right candidates in the ICT and cybersecurity field, ensuring that organizations have access to top talent to meet their cybersecurity needs.

Women managers are increasing in Italy, but there is still much work to be done. It’s not just about gender quotas, but rather the importance of female contributions in top positions.
From 2008 to 2021, the number of women managers in Italy increased by 77.4%. Companies and entrepreneurs have realized that maintaining competitiveness requires a high level of managerial skills, including those of women. However, there is still a long way to go before women are truly represented equally in top corporate positions. Currently, women managers make up just over 20% of the total in Italy, which is below the European average where about one-third of managers are women.

The Benefits of Hiring a Woman Manager

Inclusion of a higher number of women in the workforce, particularly in managerial positions, is one of the key factors for growth. This sentiment has been confirmed by international surveys and real-life experiences. Furthermore, women in managerial roles play a central role in transforming traditional work structures by promoting smart working methods that balance professional and personal life, thereby improving productivity and well-being for employees and organizations.
But it doesn’t stop there. A recent study by Fondirigenti and the University of Trento shows that Italian companies that invest in managerial training significantly improve their performance. It has been found that training women executives seems to provide an additional boost to productivity growth. The productivity gain for companies that equally distribute the budget between male and female managers can reach up to 13.5%. However, between 2010 and 2018, 70% of Italian companies dedicated the entire training budget to male managers due to the scarcity of women in top corporate positions.

For Italian companies, especially multinational corporations that receive important guidelines from their parent companies to align with the rest of Europe, the recruitment of women managers can pose certain difficulties, partly due to the gender disparity in the managerial sector. Some common challenges include:
1. Limited candidate pool: Due to structural and cultural barriers that women may face in the workforce, there may be a limited number of qualified and available women for managerial roles. This can make it more difficult for companies to identify women with the necessary experience and skills to fill such positions.
2. Reluctance to apply: Due to gender stereotypes and a lack of female representation in managerial roles, some women may feel less inclined to apply for such positions. This reluctance can be influenced by a lack of confidence in career advancement opportunities or fear of discrimination or negative stereotypes.
3. Selection bias: Gender stereotypes can also influence companies’ selection processes. Gender bias can lead to an unconscious preference for male candidates or higher expectations for women in assessing their skills and performance. This can limit women’s access to managerial roles.
4. Retention of women managers: Even when companies succeed in hiring women for managerial roles, challenges may arise in retaining them. Women may face additional obstacles such as a lack of support or development opportunities, gender pay gaps, or a non-inclusive work environment. This can lead to a high turnover rate among women managers and a lack of growth in the number of women in leadership positions.

To address these challenges, companies can implement measures such as diversity and inclusion policies, promote a fair corporate culture, and advocate for female role models. Additionally, they can adopt more inclusive recruitment strategies, offer specific development and mentoring programs for women, and work to eliminate gender biases in selection and evaluation processes.

Headhunting Women Managers: The Importance of Choosing the Right Executive Search Firm

Hiring and investing in women managers is crucial for the growth and evolution of companies. But how can you increase the proportion of women managers in your organization?

An executive search firm is the best partner to help you in this search because they can accurately and concretely assess the needs of your company and the characteristics of the professional, ensuring a successful match that will kickstart the growth that women, backed by data, can bring.

In particular, StrategicPeople has always advocated for the presence of women in the workplace, believing in smart working and the balance between personal and professional life, even long before the pandemic facilitated its widespread adoption. For this reason, StrategicPeople possesses the culture and mindset that can facilitate the search and integration of the right female talents into your company, from senior levels to middle management.
With StrategicPeople, you can expect:
1. Expertise in women’s leadership: StrategicPeople understands the unique qualities and potential that women leaders bring to organizations. They have a deep understanding of the challenges women face in the corporate world and can effectively identify and attract top female managerial talent.
2. Tailored recruitment strategies: StrategicPeople develops customized recruitment strategies to attract women managers who align with your company’s values, goals, and specific requirements. They employ a comprehensive approach to ensure a diverse candidate pool and a thorough assessment process.
3. Extensive network and industry knowledge: StrategicPeople has an extensive network of professional contacts and access to industry insights. They can tap into their connections to identify and engage with highly qualified women managers who may not be actively seeking new opportunities but are open to the right career advancement prospects.
4. Support in overcoming barriers: StrategicPeople is committed to breaking down barriers that may hinder the recruitment and retention of women managers. They can assist in creating inclusive policies, addressing biases in the selection process, and fostering a supportive and empowering work environment for women leaders.

By partnering with StrategicPeople, you can leverage their expertise, network, and dedication to diversity and inclusion to find exceptional women managers who will contribute to your company’s success and drive meaningful growth.

Investing in women managers is not just about meeting diversity goals; it’s about harnessing the full potential of talent and creating a work culture that values and supports the contributions of all employees. StrategicPeople understands this, and their commitment to promoting women in leadership positions makes them the ideal partner for your search for women managers.

Choose StrategicPeople and unlock the benefits of a diverse and inclusive leadership team that can propel your company forward in the competitive business landscape.

Are you looking for a new executive? Turning to a head-hunting company can help you find a professional who will make a real difference in your company, especially in these times when supply and demand are discrepant and finding qualified personnel seems increasingly difficult.

Companies need to keep up and quickly find the talent that will contribute to the continuous improvement of the company, also known as continuous improvement. Timing is therefore an important aspect, because an organisation cannot be without a key figure such as a manager and it is crucial that the manager is found within a few weeks.

The Head Hunter has a database of high-calibre professionals by area of specialisation available to the company within a short period. Deciding to go to a Head Hunter is like deciding to have a pass to have access to the best candidates, which the company would otherwise not have.

Without forgetting that there are aspects that only an experienced Head Hunter can examine in depth. These include the ability to assess a candidate as a unique individual, with his or her skills, experience, values and potential. This guarantees a customised assessment, avoiding harmful standardisation of the process, which would risk bringing the wrong figure into the organisation with high damage both economically, in terms of image, and team cohesion.

How executives are chosen by a Head Hunter

The head hunter chooses an executive on the basis of a precise strategy that takes into account the company’s needs. From there, a list is drawn up, also making a comparative analysis of people in the same role in competing companies. Being specialised in the sector in which the search is being conducted, the headhunter interviews the candidates, speaking their own language and being able to concretely assess the professional. Once the interviews have been done, the list is skimmed and handed over to the client company so that together they can choose the right person. The head hunter also supports the company in the negotiation phase with the candidate so that both can gain the greatest benefit, so that a profitable and long-lasting win-win relationship is born.

Turning to a Head Hunter for the search of executives is the best choice for those seeking a real advantage from this process, so much so that, if once it was only large companies and multinationals that turned to head hunters, today even SMEs are choosing this route, because it guarantees a faster, more professional process (which is also important for the company’s reputation) and a greater likelihood of success.

When a company looks for a top manager, it knows that it cannot afford to make mistakes. He or she will be the one to take the reins of important company functions and therefore the company’s performance will depend on the person chosen.
After years and years of experience in head hunting, we wanted to bring together in this article the aspects to consider and some of the mistakes not to make during the selection process of a top manager.

Identifying key competences

Are you sure you know what your company really needs? What skills should the future top manager have? Sometimes we start from stereotypical job descriptions or, if it is a replacement, from the skills that the previous manager possessed, but the real needs of the company may not be a perfect match to those you think. Doing an in-depth analysis of the skills the new top manager should have allows you to ensure added value in your organisation.

Attitude and values are not secondary

The top manager must be a highly motivated person in order to make the right contribution to the company. Therefore, giving too much weight to his or her competences without assessing the character and values of the new figure can prove to be a serious mistake. And, by character, we do not only mean the person’s determination and tenacity, but also more subtle characteristics that can help to understand whether he or she is akin to the company, so that he or she can fit in harmoniously. Think, for example, of a working environment where silence, good manners and a sustainability-oriented vision reign. A person who is impetuous and more focused on profit, even if he or she has skills that stand out, will hardly be able to achieve good goals and integrate into the organisation in a spontaneous way, risking bringing more discomfort than benefit.

What is the history of the future top manager

In addition to the skills and character of the future top manager, it is important to assess what his or her life path is: studies, possible transfers, past experiences and future aspirations. This is because, in addition to work, each person has other aspects of their life to manage that need to be considered. For example, if you are looking for a person who will stay with the company for decades, but his or her home is far from the organisation and you are not willing to allow the possibility of doing the work, even partly, remotely, it tends to be better to turn to other candidates.

Be able to grasp every nuance of the new manager

Having said that, every company and every person is unique, and in order to assess every aspect correctly, it is necessary to rely on professionals in order not to fall into any pressapochistic errors.

If you are interested in learning more about these points and are looking for a new key figure for your company, Strategic People is ready to help you in the head hunting process.

As we mentioned in the previous article, the term “cacciatore di teste” is the Italian equivalent of the more common head hunter, i.e. a consultant who finds the best talent for companies looking for high-profile professionals.

A figure that has to evolve in line with developments in the labour market and has therefore changed compared to the past.

Current challenges that a head hunter helps you face

The world of headhunting has undergone major changes in recent decades.

As in other sectors, digitisation has brought about a real revolution in the way companies and candidates can showcase and promote their peculiarities.

Just think of the possibility of online research, which for everyone today is the first step to obtain information or get an idea of how to move. In the same way, social networks, of which LinkedIn is the main one in the field of human resources, allow the candidate and the company to reveal their objectives and characteristics.

The socio-economic events of recent years and the pandemic have also rapidly changed the labour market. The result is that in the next five years there will be a significant mismatch between the skills required and the market supply. This will make it more difficult for companies to deal with the selection process themselves, especially when it comes to key figures such as managers or high-level executives, making the figure of the headhunter crucial.

In particular today and for the coming years, the most sought-after profiles will be those with engineering, ICT and senior commercial skills at all levels, but also marketing and digital marketing experts. More generally, in an economy that runs ever faster and where changes of scenery are the order of the day, companies will increasingly value people working on continuous improvement.

Faced with this scenario, the head hunter who knows what the market is and knows its criticalities, tries upstream to guide the client to the solution, bypassing difficulties and obstacles.

The Importance of Procedure and Networking in Head Hunting

In order to cope with today’s job market, Strategic People’s headhunters not only have an in-depth knowledge of the scenario in which they operate, but also an invaluable network that enables them to find the best candidates quickly. We always start with an in-depth interview with the company, in order to understand what it is looking for, addressing it in case its expectations are not in line with the market. The next step is to create a precise and coherent job description. In three weeks the headhunter provides the company with a list of the best candidates on the market and in line with the company’s expectations. Candidate and company are followed step by step in this phase, so that satisfaction is maximised on both sides.

If you want to know more, do not hesitate to contact us, we will be happy to help you find your talent in this fast and chameleon-like labour market.

By now everyone uses the term Head hunter! Am I being a bit direct in this sentence? Yes! Now you look for profiles in LinkedIn (or even on Indeed) and you are a head hunter.

A head hunter, as the word itself implies, is not someone who has a database, but someone who first and foremost has an in-depth knowledge (it takes several years) of the markets in which he or she decides to specialise, an in-depth knowledge of managers who have perhaps been both clients and candidates and whom he or she has seen working in the field.

Above all, however, he/she has a sensitivity, developed over the years, that enables him/her to identify the right person for the right job, not only on the basis of experience, but also – or perhaps above all – on the basis of soft characteristics, those that enable the manager to walk into a new reality on the first day of work and think: “yes – I am in the right place!”

An ambition far from reality? No, an ambition very close to reality.

When we receive an assignment, our first starting point is to ask ourselves – among eleven partners and some twenty senior consultants – who are the known people we could refer to.
At the same time, we activate the search within our network of contacts, in our database of about 50,000 profiles that have registered in the last two years.

An all-round head-hunting and consulting group in Milan

StrategicPeople SRL is part of a group formed by three well-known and recognized realities of excellence in the consulting world, TIM Management and CDI Global. Together they have formed an important pole of organizational and business consulting in Milan, able to offer a complete range of services to companies and stakeholders at different stages of corporate life.

In an extremely fragmented market, with more than 1,200 organisational consulting companies and financial and recruitment companies operating in Italy, this group ranks among the leading companies in the sector, providing a 360° viewpoint by combining the high-profile experience of 11 senior partners.

The three group partners

The three partners in our group are:

StrategicPeople was born is the Head Hunting and Selection company dedicated to the search of high-level profiles in the Finance, ICT, HR, production and logistics sectors, a solid reality created in 2008 with loyal clients (including multinationals and large or medium-sized Italian companies, leaders in their sector). Part of StrategicPeople is the SalesPeople division, specialised in Head Hunting of Sales & Marketing talents.

TIM Management Srl was the first Interim Management company in Italy and for 35 years has been a leader in providing managerial support to companies in restructuring and in growth and development phases, also abroad. In addition to years of experience, the important internal partner structure composed of executives with extensive experience and a network of external managers with high seniority (more than 2500 profiles) make the company a valuable resource in cases of industrial and financial restructuring for companies in difficulty, services for Private Equity and the management of moments of high business discontinuity (such as post-acquisition integration, internationalisation, etc.).

CDI Global Italy, an existing International Advisor for 50 years, complements the range of services offered by the new pole with its deep expertise in M&A, Debt Advisory and Corporate Finance and with a strongly international angle. CDI Global Italy is the Italian branch of CDI Global, an important company with more than 40 offices worldwide, which supports SMEs in extraordinary finance transactions, both sell side and buy side, with Corporate counterparties and Private Equity funds, both domestic and international. It also provides advice on mergers and acquisitions (M&A), divestments and joint ventures, debt advisory, corporate finance services and restructuring plans.

It is clear that turning to a pole with all these skills and experience is an advantage both in terms of time and quality of the end result. We form a single point of reference, capable of responding effectively and professionally to the multiple needs of client companies at different moments in their corporate life.