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Five Business advantages in hiring Bureau Boeren

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Why should you hire a boutique executive search agency in general and Bureau Boeren more specific? Below you find five reasons why.

  1. Expertise in a specific territory
  2. Personal approach
  3. Flexibility in services
  4. Limited restrictions in talent attraction
  5. SPOC

International Foodtrends

Ad 1. Bureau Boeren Executive Search is founded 12 years ago with an expertise in the territory of FMCG/Food. At the beginning local to local marketing & sales roles. Nowadays we find for our global customers Commercial, Financial, Operational and General Management profiles in Europe

Ad 2. In our “pitch-adventures” we get often feedback on values like: direct, off the main road, unconventional, transparent, excellent business and psychological sense. Business is build on persons with values that resonate.

Ad 3. When we are committed to an assignment we act with passion and trust. When a relationship is build we consider ourselves as a partner in talent attraction. We advise some customers on more topics than the restricted mandate we are hired for.

Ad 4. Our number of customers is restricted. We are dedicated to our customers. Thanks to the limited number of customers, our “pond” to attract talent from is much bigger than colleagues with lot’s more customers. We are not aloud to attract talents from our own customers. Their “pond” could be substantially smaller to attract talents from.

Ad 5. A highly personal approach means as well one single point of contact through the process of recruitment and onboarding. No waste of time to have discussions with several persons in the process. One person who is in charge of the assignment.

Conclusion:
Trust is the key to success. Over the years we are fortunate to build trust with many customers in FMCG around the world. Building this relationship takes effort and dedication. The existence of Bureau Boeren as a boutique executive search agency  underpins the relevancy of values like personal, unconventional and transparency.

The Art of Consensus

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Lastly I spoke to my former boss.  He is a French man. In the time we worked together he was Managing Director of the Netherlands. In our conversation we talked about cultural sensitivity. In a multicultural environment you have to adapt to the different cultures, especially the French because this culture was clearly dominant within the company we both worked for.

Three key learnings which he welcomed from his experiences working in the Netherlands;

  1. The art of consensus: we talk with all people involved and find solutions. The solution is something which anyone embraces and at the end is accepted by everyone at the table
  2. Transparancy: in directness a certain efficiency is included. You know when a project starts or when it ends. Clarity from begin to end.
  3. Balanced work/private life: we work hard, but evenso find time to relax within our private time.

Of course these generalisations will not apply to every Dutch person. But in general I recognise the constructive critical behaviour of the Dutch in business. We are not reluctant to raise our voice, not because we are over confident, but more related in an urge to contribute.

Consensus has had a bad connotation in terms of “Hollanditis”. In my opinion this attitude still exists. Another attitude is after we found consensus we don’t stop talking or discussing and sometimes fail to act.

In the end there is nothing wrong with finding the better solutions by listening to all stakeholders at the table. Angela Merkel puts it in her own words.

The art of consensus brings us closer to an agreement in which all parties are heard. In that respect this is a gain.
Pleasure to do business with you as a Dutchman.