C&T is the only truly data-driven executive search firm with full access to the best.
We are Talent Engineers who have learned from the best
We leverage our industry-leading database in conjunction with AI to deliver leaders who succeed.
Unlike the largest firms, C&T is not bogged down by extensive hands-off lists and an innefficient process that only serves up a fragment of the best.
We are transparent and will never take on a project unless we have access to at least 90% of the definitive best
C&T is the only firm with a full time dedicated Researcher committed to capturing the complete ecosystem of every relevant leader within all competitors and all related companies.
we continuously career track the highest performers in every discipline and every market we serve so at the beginning of every search we already know the star players
SHREKTs are full of 'hands-off' policies that ensure mediocre talent access and render them unable to capture the definitive best
C&T is the only truly Data Driven executive search firm. We leverage our industry leading database in conjunction with AI to deliver leaders who succeed. (Need More content here)
Unlike the largest firms, C&T is not bogged down by extensive hands off lists and a standardized process. Instead, with C&T’s OnPoint system, we approach every search hands-on, combining a deep understanding of market dynamics with a rigorous, tailor-fit search process, to identify executives who not only excel in their fields but also align seamlessly with your organizational culture and strategic goals.
From C-Suite roles to VP’s, our approach goes beyond matching skills on paper, at Christian & Timbers, we deliver leaders who succeed.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
C&T conducts market research and maps the complete candidate ecosystem. This involves identifying active and passive candidates through databases, networks, and industry knowledge. After agreeing on scorecarding we will first target the best already known candidates that would drive desired predictive outcomes.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T will coordinate along with the company team all aspects of the offer ensuring that the candidate selected will accept. In the final hours managing with precision is essential.
C&T drafts a search brief that outlines the role, responsibilities, and desired qualifications, along with details on compensation, reporting structure, search strategy and other key elements. C&T also often provides additional critical business intelligence.
C&T presents long list of top candidates with detailed candidate profiles and their scorecards from initial conversations.
C&T works with the company and set of finalists to gather and prepare the information needed to finalize the candidate to hire. These include references, compensation data, and final qualitative assessments.
C&T provides support during the critical onboarding phase of the newly hired executive.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
C&T drafts a search brief that outlines the role, responsibilities, and desired qualifications, along with details on compensation, reporting structure, search strategy and other key elements. C&T also often provides additional critical business intelligence.
C&T conducts market research and maps the complete candidate ecosystem. This involves identifying active and passive candidates through databases, networks, and industry knowledge. After agreeing on scorecarding we will first target the best already known candidates that would drive desired predictive outcomes.
C&T presents long list of top candidates with detailed candidate profiles and their scorecards from initial conversations.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
C&T works with the company and set of finalists to gather and prepare the information needed to finalize the candidate to hire. These include references, compensation data, and final qualitative assessments.
Together, C&T will coordinate along with the company team all aspects of the offer ensuring that the candidate selected will accept. In the final hours managing with precision is essential.
Together, C&T will coordinate along with the company team all aspects of the offer ensuring that the candidate selected will accept. In the final hours managing with precision is essential.
C&T provides support during the critical onboarding phase of the newly hired executive.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, and key business objectives, and discuss any internal assessment alignment. Begin to define the search strategy and scorecard.
C&T drafts a search brief that outlines the role, responsibilities, and desired qualifications, along with details on compensation, reporting structure, search strategy and other key elements. C&T also often provides additional critical business intelligence.
C&T conducts market research and maps the complete candidate ecosystem. This involves identifying active and passive candidates through databases, networks, and industry knowledge. After agreeing on scorecarding we will first target the best already known candidates that would drive desired predictive outcomes.
C&T presents long list of top candidates with detailed candidate profiles and their scorecards from initial conversations.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T will coordinate along with the company team all aspects of the offer ensuring that the candidate selected will accept. In the final hours managing with precision is essential.
C&T works with the company and set of finalists to gather and prepare the information needed to finalize the candidate to hire. These include references, compensation data, and final qualitative assessments.
C&T provides support during the critical onboarding phase of the newly hired executive.