NESS (New Executive Search Solution) is an executive search firm covering a broad spectrum and operating by direct approach exclusively. Over the past three years, Ness has recruited more than two hundred candidates.

Our expertise is channeled into 4 main areas :
– Recruitment of senior executives and specialists,
– Recruitment of entrepreneurs for start-up launches,
– Searches for board members,
– Identification of transition managers.

NESS works with companies of various sizes and profiles in many different sectors. Assignments cover a wide range of functions, particularly in the following areas: Operations, Finance, Marketing, Sales, Business Development, Strategy, M&A etc.

NESS carries out over 27% of its assignments internationally (USA, China, UK and Russia), and aims to expand its international development still further.

Our firm is currently staffed by eight permanent personnel, who together combine a range of highly complementary experience and profiles.

Ness was the first executive search firm to become a member of CroissancePlus.CroissancePlus is a professional association of entrepreneurs, founded in 1997, that brings together the senior executives of fast-growing companies and their partners (leading banks, law firms, consultants, auditors, accountants, recruitment firms, venture capital firms, business angels, etc.).

Its members, from across France, are drawn from every sector of the economy (high-tech, biotech, services, industry, etc.). They include: Steria, Hologram Industries, Ubisoft, Skuld-Tech, The Phone House, Micropole-Univers, Business Interactif, Poweo, Le Public Système, Virgin Mobile and many more.

Through CroissancePlus, their senior executives work together to put forward a new entrepreneurial model and to support business start-ups and job creations while sharing the rewards of growth. CroissancePlus has spent ten years promoting its approach to government, economic decision-makers and the media.More about CroissancePlus

Manuel Barthe spent three years as an auditor with PriceWaterhouseCoopers before joining Michael Page, first as Manager and then as Vice-President of the Finance Division and Vice-President of the Marketing & Sales Division.He then joined AT Kearney Executive Search, as a Vice-President, with the task of relaunching this activity in France.

Three years later, he took part in the launch of NESS.

Manuel holds a Masters degree in Econometrics and a post-graduate diploma in Banking & Finance.

Emilie Lacoste spent the first 12 years of her career in the Facility Management area, first as a Consultant then as a Manager during 6 years for Danel Services SA, then 6 years for Xerox Business Services. She then gave a new launch to her career and joined Michael Page in 2004 as a Consultant of the Human Resources Division. Two years later, in 2006, she joined Dianes Executive Search as a Consultant.

Emilie is joining NESS in 2012.

Emilie graduated from ILERI, Institut Libre des Etudes des Relations Internationales, and holds a masters degree in Business Law from the University if Paris Panthéon-Sorbonne.

Xavier started his career on the fixed income warrants and structured products desk at Credit Lyonnais in 1994.In 1995, he joined Michael Page as a consultant specialized on recruitments in the fields of investment banking and capital markets. Manager and then Director of Michael Page Banking, he became a member of the French Board as an Executive Director in 2001. At this time, he was promoted Head of several divisions specialized in Banking, Insurance, Tax & Legal, HR, Audit & Consulting and Not-for-Profit. In addition to this, he supervised Strasbourg office as of 2004 and then Lille Office as of 2006. He managed in both regions the rollout of Page Personnel disciplines after 2006.

Xavier joined NESS in 2008.

Xavier graduated from Edhec Business School and holds a master of Finance.

We operate by direct approach only. Within the precise context of each of our assignments, we deploy parallel qualitative and quantitative techniques to identify profiles matching our clients’ requirements.

– Professional network (former employers)
Including American Express, Bertelsmann, BDDP-TBWA, PricewaterhouseCoopers, AT Kearney, and StepStone, amongst others.

– Client network
We rely on a “young” network (averaging eighteen months) that is highly reactive and particularly efficient in the sectors in which we operate.

– Candidate network
With about 150 candidates placed as of January 2012, in high-growth environments, NESS enjoys a wealth of contacts through which to approach potential candidates directly or indirectly.

– Association network
NESS is the only executive search firm to be a member of CroissancePlus, and so enjoys unique opportunities for privileged interface with 650 fast-growing firms.

– Personal network
NESS also uses its historic background which plays a crucial role in the success of our assignments. This network is particularly strong in investment banking and private equity, as well as in energy, media, the Internet, and telecoms.

CV banks, candidate banks, internal and external databases, unions/professional associations, etc.

We emphasize reactivity, transparency and multi-skilling to offer our clients a service of true quality, based on trust and a readiness to listen. We work with you to evaluate the approach to be adopted and keep you informed in real time of our ability to carry out the assignment under the optimum conditions and to an agreed timescale.
Thanks to our leading-edge expertise in executive search techniques and our experience of recruitment, we are equipped to assess precisely the optimum correlation between our clients’ wishes and/or constraints and what we consider to be essential to the success of our assignment and our professional relationship.
Our aim is to improve constantly our ability to adapt, our reactivity and our availability, at all times, to our clients and our candidates.

Ness operates on the basis of a warrant signed by customers under exclusive missions. Each mission is being defined fee prior to launch.

Each recruitment, our fees are calculated on the basis of one third of the total annual compensation of the successful candidate. Progress payments are billed during the mission, a third at the start of the mission, one third to the nomination of candidates, one third to the candidate’s signature. For some recruits, such as when the remuneration arrangements of the candidates have sought a significant variable component (bonuses, profit-sharing capital), we define with the client a flat fee.