global Executive Search recruitment
At PCT Job Portal we perform an in-depth research, map international talent markets, discreetly identify and engage passive, high-level candidates (C-suite, VPs) with global experience, build deep client/candidate relationships, and manage the entire hiring process, including cultural fit assessment, offer negotiation, and onboarding, all while adapting to diverse global regulations and cultures. It’s about finding the perfect, often hard-to-find, leadership fit, not just filling a vacancy.
why choose us for Executive Search
Because we offer deep industry expertise, access to exclusive networks for top talent (even passive candidates), ensure confidentiality, use a proven process to reduce hiring mistakes, and focus on long-term strategic fit, not just skills, ultimately saving your resources and securing leaders who drive growth. We deliver precision, not just volume, finding the best-fit executives who propel your business forward.
skilled candidates
The highest-ranking C-Level and V-Level executives
global advantage
Through our own Recruiters, and partners you get global access.
transparent process
With the PCT Executive Job Portal you get a transparent process.
Access to an Interim Manager
PCT Job Portal offer access to Interim Managers that can help keep the business running.
read service FAQ’s
An HR Manager’s role is to oversee an organisation’s workforce, aligning HR strategies with business goals by handling recruitment, talent development, employee relations, payroll & benefits, performance management, and ensuring legal compliance to foster a productive and positive work environment, acting as a link between employees and management.
They develop policies, manage hiring/firing, create training, handle disputes, and build company culture, varying in scope from managing specialists in large firms to handling all tasks in smaller ones.
The recruitment process involves key steps: identifying hiring needs, creating job descriptions, sourcing candidates, screening/shortlisting, interviewing/assessing, making an offer, and onboarding new hires, all aimed at finding the best fit for a role and company culture through planning, searching, selection, and integration.
How can I calculate my recruiting budget? Well, to calculate your recruiting budget, first estimate your hiring needs.
Then the total of all internal costs (recruiter salaries, tech) and external costs (job ads, agencies, background checks, bonuses).
Now add them up, and divide by the number of hires to get your average Cost Per Hire (CPH).
Using past data and future goals for accuracy, plus adding a buffer for unexpected expenses.
How can I calculate my recruiting budget? Well, to calculate your recruiting budget, first estimate your hiring needs.
Then the total of all internal costs (recruiter salaries, tech) and external costs (job ads, agencies, background checks, bonuses).
Now add them up, and divide by the number of hires to get your average Cost Per Hire (CPH).
Using past data and future goals for accuracy, plus adding a buffer for unexpected expenses.
The recruitment process involves key steps: identifying hiring needs, creating job descriptions, sourcing candidates, screening/shortlisting, interviewing/assessing, making an offer, and onboarding new hires, all aimed at finding the best fit for a role and company culture through planning, searching, selection, and integration.
An HR Manager’s role is to oversee an organisation’s workforce, aligning HR strategies with business goals by handling recruitment, talent development, employee relations, payroll & benefits, performance management, and ensuring legal compliance to foster a productive and positive work environment, acting as a link between employees and management.
They develop policies, manage hiring/firing, create training, handle disputes, and build company culture, varying in scope from managing specialists in large firms to handling all tasks in smaller ones.
