“It is essential that our selection of Sterling Clients corresponds to our own desire to be both their customer and an ambassador of that specific brand or service.”

The broadest possible pool of Candidates.
Sterling has carefully chosen the companies to partner with as Clients, as our “Off-Limit” policy prohibits us from considering their employees for other organizations;
this translates into a significant advantage as it means delivering our active Clients with the broadest pools of talent in the market, many of whom are unavailable to other search firms.

No border constraints
Sterling’s 4 offices work together in a “one-market” approach that facilitates seamless operations beyond borders. We do not have the constraints of any individual country P&Ls which are typical in other recruitment firms. This policy allows us to operate within a vast domain and offer our Clients access to an even wider and more international selection of talents.
Our consulting performance is enhanced and facilitated by state-of-the-art technology. At our disposal, we have exceptional research capacities and resources, leveraging 130,000+ Candidates and 30,000 companies, and allowing for outstanding search assignment execution.

Overview per Function:

• Advisory Board – Non-Executive level
• Corporate General Management – President, CEO, MD, Regional CEO, etc.
• C-level/ VP level – Commercial, Marketing & Communication, HR, Finance, Supply Chain, etc.
• Creative Pole – Artistic, Creative, Design, Development, Merchandising, Image, etc.
• Digital Pole – Chief Digital Officer, eCommerce Director, CRM, IT, etc.

A Talent Mapping approach differs from a standard Retainer Search process, as the goal is not to proceed with an immediate recruitment. A mapping process allows you to understand where potential Candidates are currently working, their backgrounds and compensation levels, non-compete restrictions and notice periods, and provides you with a cursory evaluation on their seniority and dimension to assume the roles in question. In this sense, it allows you to gather all the data you require prior to deciding on moving forward with a recruitment, so that you may have options in case of a possible succession or job creation: the Candidate pool you have access to, the budget you will need to anticipate for that role, and the on-boarding timeframe given the contractual clauses of the Candidates.

Our mapping work begins along the same path as a standard search assignment in terms of research and presentation of our data and findings. However, the goal is one of market identification which is greater in breadth (geographies, levels of talent, etc.) which results in identifying talents who may be slightly over or under-dimensioned as we cast a wider net during the identification process.

Sterling’s global and dynamic focus on the Fashion, Retail and Luxury Goods sector allows us to serve our Clients strategically with projects tailor-made to their needs. Our Consultants’ first hand experience in company operations, leadership development and market strategy allow us to execute special projects for our Clients across a broad array of their needs, both locally and globally.

Overview of made-to-measure projects:

• Management Assessment
• Studio Assessment
• Organizational Design
• Succession Planning
• etc.