For more than five decades, Odgers Berndtson has been offering executive search, leadership assessment, and development strategies to the world’s largest organizations. The company has more than 250 partners who cover 50+ sectors and work across 30+ countries.

In Latin America, Odgers Berndtson’s primary objective is to address the ever-growing demand for high-quality executive search expertise. The company does this by combining its global network with experience in local markets.

In an interview with Manage HR, Manny Corsino, partner and co-head of the Latin American Practice at Odgers Berndtson, speaks about the best practices they adopt as an organization and how they differ from others in the executive search space.

What are the factors that drive businesses to partner with Odgers Berndtson?

We are a global executive search firm but boutique in nature. This is what allows us to provide customized solutions to every client instead of undertaking a cookie-cutter approach. We go beyond the technical description of a specific job role and focus on cultural fit.

We have cemented our position across Latin America, including Mexico, Colombia, Argentina, Peru, Mexico, and Brazil. This vast presence allows us to find candidates from any market based on clients’ requirements.

Please tell our readers about your AI system.

OBDynamics™ is a suite of offerings - including proprietary AI and data tools – that pairs deep data analysis with industry and search expertise. Our augmented search intelligence can quickly run pattern recognition on a selected group of individuals to create ideal candidate profiles and reveal previously unknown qualities you organization needs. For example, if a company wants to open a business in Colombia in the pharmaceutical space, we can provide them with a comprehensive overview of potential competitors in that region and information regarding their talents. Most importantly, our system has information about salary ranges , enabling clients to make the right decisions quickly.

As an executive search firm, Odgers Berndtson is always focused on upholding the values of diversity and inclusion. At least 40 to 50 percent of the candidates that we finalize for clients align with the principles of diversity and inclusion.

What are the factors that you evaluate while selecting a candidate and working with an organization?

When we evaluate talent or present a candidate to a company, we strive to understand where the client stands today and where they want to reach. For example, if an organization sets the goal to quadruple their sales in the coming years, we will suggest they hire an overqualified candidate who will become a perfect fit within two or three years. At the same time, we will show the candidate how the specific position can equip them with enormous opportunities to grow and become a leader. This is how we create a bridge between candidates and employers.

Could you share with our readers an instance of client success?

A San Francisco-based organization wanted to establish its new branch in Latin America. They needed to hire top-level executives, including the president, marketing head, and business development head, to start their operation in this region. This was a task easier said than done. Potential candidates with years of experience were reluctant to be a part of a completely new venture and build it from the ground up. We addressed this quandary by showing the candidates how these job roles could crown them with growth opportunities. Our approach helped the client recruit candidates who fueled their business expansion plan.