Extraordinary Outcomes Executive Search
Providing Executive Search & Consultancy Services for Hotels, Private Clubs, Restaurants & Bars
EO Executive Search was formerly 'branded' as SKC Future Enterprises. The SKC Future Enterprises company was founded in 2011 by Scott Chiesa. At that time, Scott was the Vice President of HVS Executive Search - Hong Kong. Not content with being an employee of HV
S, Scott established SKC Future Enterprises in order to transform the relationship with HVS from an Employer/Employee contract into a Client/Consultant alliance. This entrepreneurial solution enabled Scott to diversify into other industries, pursue other interests, and to realize a life-long dream of creating a company of his own. However, at that time, SKC Future Enterprises was not intended to become a 'brand name' for his executive search consultancy. When Scott ceased consulting for HVS Executive Search in 2016 to focus on further developing his own businesses, he simply continued conducting business under the SKC Future Enterprises entity as his valued clients were already familiar with him and his company. During the pandemic, Scott evolved SKC Future Enterprises into Seed Knowledge Capital, and has rebranded the search firm to EO Executive Search, a subsidiary of Seed Knowledge Capital. www.seedknowledgecapital.com
Exclusive & Retained Executive Search - The Science & Art
Our work truly is extraordinary. Devoted to our clients we target and assess all the upper quartile talent where we’re likely to find potential candidates with the expertise that is required, including of course those that are not currently looking for a career move. We then inspire and enrol them about your company; this may take several conversations. Plainly this takes time and dedication, something that the typical Contingency Agency cannot afford, as they are racing against the tyranny of time based competition; each firm rushing to get the resume in front of you and thereby hopefully claim a fee. They are de facto agents of the candidate and that’s where their loyalty lies. They attract people looking for jobs, this is clear from their websites which are orientated to get candidates to register. This means they capture the mediocre performers whose career or current job is not working out. It’s rare that such candidates are peak performers, usually they are looking to break into the region or upgrade to a better company, location or position. We also worry that Contingency Recruiters send the same CV to multiple potential employers in order to cover all their bases, like a gambler putting multiple chips on the Roulette table. Many clients have observed the consequences of this. Apart from not getting talent, one of the worst outcomes is that the ‘job’ gets passed along the grapevine by several firms and through the far-reaching power of word-of-mouth it creates an image of a company having trouble filling a position. We mention this as a significant proportion of our clients have indicated that they had previously engaged several Contingency Agencies and they have not presented candidates of the caliber that our clients are seeking – this is commonplace as they’ve probably just sent the CVs of those that they have on hand. We are often asked “Do you have anyone like this on your books?”
We don’t keep ‘books’ of talent, we’re not like theatrical agents touting struggling actors. Our ‘book’ is the hotels, companies and people that are out-doing the competition. We then determine who is causing this and we go after those individuals. Just like great athletes, executive talent goes through their peaks and lows - we bring you talent that is currently at its peak. Attracting extraordinary individuals to join your organization takes time, dedication, and an intricate understanding of both the role that is to be filled, as well as your corporate culture and an intimate knowledge of your company. When a potential candidate receives a call from an Exclusive & Retained Executive Search Firm – they immediately know that the client company is serious about attracting the right talent, that the client company invests significantly in their human capital, and that they have been specifically targeted owing to their background, experience, and reputation in the industry. This is an empowering context from which to begin to explore a conversation about an opportunity, and continuing the types of conversations that follow requires industry specific expertize, and an intimate understanding of what drives and motivates people. We are completely absorbed by the passion of what we do around performance and outcomes - for us it is a science and an art form.
