Hire, retain and develop a digital leader
Hire and Engage Digital First Leaders
90%
90% + retention track record of candidates placed with our insight-led approach
42%
42% of our placements have been women, many in leadership roles.
500
Awarded Top 500 SME in
Singapore in 2020
Hire a Digital Leader
Check-in to Retain a Leader
Leadership Development
The pandemic increased digital adoption by five times the normal rate. As a result every company has had to undertake a digital or omnichannel strategy. However 70% of digital transformations fail. According to research, the major reason for their failure is the lack of senior leadership to oversee and steward the digital transformation efforts.
We have placed specialist leadership talent in roles like Managing Partner, Regional Head of Digital, Chief Strategy Officer, Regional Head of Product, Regional Client Partner and Head of Data and Analytics. We have in the past focused primarily on the Digital Media, Adtech and Martech ecosystem but realise that leaders in all companies today need to be digitally savvy. We now partner all companies undertaking digital transformation to hire digital and data-first leaders.
We have
Just like everyone else leaders too have had ‘Covid Clarity’ as a result of the pandemic. CEO attrition went up over 16% percent in the last quarter of 2021 as compared to the same time period the previous year. More recent research is indicating that almost 70% of senior executives are thinking of resigning. The constant challenges of our VUCA world combined with changes in expectations of different stakeholders has created unprecedented stress for leaders who are also expected to inspire by example. In touch with sentiment amongst talent, we have identified the need to address this and have developed a Leadership Stay Interview process to address potential attrition before it’s too late.
Exit interviews that go much deeper. We deploy qualitative research and look for patterns. To get real insight, use an objective third party like us to make strategic use of your exit interview findings. Unearth what people are really thinking and feeling; go beyond the rational responses that you see in survey after survey. Tap into the underlying feelings and patterns. Exit interviews, stay interviews, cultural analysis, connecting the dots from people analytics and qualitative research. Add real insights that move the needle on your people and business agenda.
We believe that a large reason for our 90%+ retention track record is the nature of our team. The Bricoleur team has always comprised practicing professionals with multi-market experience from boutique and Fortune 500 companies like Unilever, McKinsey, S&P, Samsung, Ogilvy, ChinaSkinny, BBDO amongst others in Digital Media, Analytics, Marketing, Adtech roles and HRtech roles.
Our team also comprises many individuals with leadership experience and each one of us cares deeply about ensuring a win-win for candidates, clients and our suppliers on any projects.
The evolution of HR to incorporate People Analytics tools has dramatically changed people practices in many organisations. With this evolution there has been an emphasis on quantification of people related aspects. While extremely useful, the picture can get clearer in two ways to get to ‘real’ insight:
1. Qualitative research to get to the ‘why’ in any issue. For example in the case of DEI, when after years of trying to actively move the needle on improving inclusion when you hit a roadblock, qualitative research can help you look behind the numbers to see what’s going on inside people’s heads. Qualitative research and its various methodologies can be instrumental in behaviour change to help develop a more diverse leadership pipeline.
2. We are deluged with data today.We help connect the data points from different sources both quantitative and qualitative. Making sense of it requires sifting through the peripheral to get to the nub of an issue.
No HR plan, especially when looking at engagement and burnout related issues, is complete without delving deeper, into the feelings, emotions and perceptions of the people involved. Qualitative research methodologies are designed to tap into those. After all, neuroscience research shows that 90-95% of all our decisions are emotional, not rational.
The evolution of HR to incorporate People Analytics tools has dramatically changed people practices in many organisations. With this evolution there has been an emphasis on quantification of people related aspects. While extremely useful, the picture can get clearer in two ways to get to ‘real’ insight:
1. Qualitative research to get to the ‘why’ in any issue. For example in the case of DEI, when after years of trying to actively move the needle on improving inclusion when you hit a roadblock, qualitative research can help you look behind the numbers to see what’s going on inside people’s heads. Qualitative research and its various methodologies can be instrumental in behaviour change.
2. Connecting the data points from different data sources both quantitative and qualitative. We are deluged with data today. Making sense of it requires sifting through the peripheral to get to the nub of an issue.
No HR plan is complete without going deeper, into the feelings, emotions and perceptions of the people involved. Qualitative research methodologies are designed to tap into those. After all, neuroscience research shows that 90-95% of all our decisions are emotional, not rational.
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Contractors can hit the ground running and provide immediate solutions.
Working on an urgent project? A contractor can start as soon as tomorrow.
Hiring contractors is cost effective and friendly to your bottom line in the long run.
You can trial a potential permanent role without making long-term commitments.
There were many signs prior to the pandemic on how the employee-employer relationship was going to change. With the pandemic accelerating many trends, many of the things mentioned in this book written by Anu D’Souza, Managing Director of Bricoleur Consulting are now coming about. The book highlights the importance of aligning the company’s social purpose with an employee’s day-to-day. The book also encourages leaders to find a driving social purpose that can engage and galvanise customers, employees and potential talent.
For more information on how we can partner you please email info@bricoleurconsulting.com.sg or call +65 96536440
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