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Chalre Associates - Executive Search in Asia Pacific - Philippines, Indonesia, Thailand, Malaysia, Singapore, VietnamExecutive Search in Asia Pacific - Philippines, Indonesia, Thailand, Malaysia, Singapore, Vietnam

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 Hiring Leaders



   Why Learn to Recruit? 

   About the Author 

   Advancing Your Career

   Key Trends in Executive Careers 

   How is Success Determined?



   Bad Hires Cost Plenty

   Planning the Position



   Sources of Talent

   Candidate Universe

   Active & Passive

   Talent Mapping

   Candidate Attention

   Blacklisted Candidates



   Rules of Executive Interviewing

   Resume Deceptions

   Balanced Interviewing

   Illegal Interview Questions

   Unlawful Questions Made Legal



   The Assessment Process

   Evaluating Asian Candidates

   Differentiating Candidates


   Why Managers Fail



   Income Structures

   The Expatriate Package

   Pay For Performance

   Uncovering Compensation

   Salary Negotiation



   Reference Checking

   Reference Check Mistakes

   Lawful Background Checks

   Last Minute Mind Changes



   Integrating New Managers

   Onboarding Failure



   Employee Retention in Asia

   Reasons People Resign



   When to Terminate

   Respectful Rejection Notice

   Executive Outplacement



   Working with Recruiters

   Motivating Recruiters

   Retained vs Contingency

   Executive Search Contracts

   Executive Search Answers



   Choosing Expatriate Managers

   Reasons for Expatriate Failure

   Expatriate Culture Shock

   "Gone Local" Expatriates



   Business Differences

   Social Differences

   Strategies to Manage Asians

   Actions That Harm Progress



   Corruption Explained

   Handling Corruption














   Famous Recruiting Quotes

   Executive Interview Questions

   Glossary of Executive Search



 Media & Publicity

Chalre Associates is active in promoting the industries and companies we serve.  Examples of these activities are below.



Public Addresses


The Principals of Chalre Associates are well known and respected within the business community.  Below are some examples of Public Addresses delivered by them at major events throughout the Asia Pacific region.



Singapore HR Institute - Leading HR Summit - Official Event Brochure

The Chairman of Chalre Associates, Richard Mills, presented at the most recent Leading HR Summit in Singapore.  The event was organized by the Singapore Human Resources Institute (SHRI) - the region's largest HR industry association.  Richard was asked to provide attendees with a detailed overview of the burgeoning field of HR Outsourcing.  

To review Richard's in-depth

presentation, click the icon below.  

Leading HR Summit, Singapore HR Institute - Download Presentation


Executive Compensation & Benefits 2007 EXPO - Official Event Details


The Chairman of Chalre Associates, Richard Mills, was the Keynote Speaker of the most recent Executive Compensation & Benefits EXPOHeld at the Grand Hyatt Hotel in Singapore, the 2-day annual event is of interest to regional business leaders. Other featured presenters included Asia Pacific leaders from companies including Mercer, Gallup and HayGroupRichard provided his views on the near term economic outlook for the SE Asia region and its impact on career progress for senior managers.  

Download Richard's detailed presentation by clicking the icon below.  (The event brochure is also available here.)

Executive Compensation & Benefits EXPO - Download Keynote Presentation

Recruiting Senior Managers in Asia - Download Presentation


The Chairman of Chalre Associates, Richard Mills, presented recently for the American Chamber of Commerce on the challenges of acquiring and developing senior managers in South-East Asia.  The presentation covers global trends to more specific information relevant to fast growing sectors like Business Process Outsourcing.  Richard's personal comments have been added on most slides.  

To review Richard's in-depth

presentation, click the icon below.


 Recruiting Senior Managers in Asia - Download Presentation



HR Shared Services & Outsourcing Conference - Official Event Details

The Executive Basics of HR Outsourcing

The Chairman of Chalre Associates, Richard Mills, was the Keynote Speaker of this year's Regional HR Shared Services & BPO Conference.  Held in Singapore, the event is the largest in Asia for the booming sector.  To learn about the state of offshore outsourcing in Asia, view Richard's detailed presentation by clicking below. 

To review Richard's in-depth

presentation, click the icon below.  (The event brochure is located here.)

HR Shared Services & Outsourcing EXPO - Download Keynote Presentation


Successful Shared Services EXPO - Official Event Brochure


The Chairman of Chalre Associates, Richard Mills, delivered the Keynote Address of Successful Shared Services. The event was a region-wide conference held in Singapore. Richard's presentation provided a broad overview of Shared Services as it relates to multinational companies and regional managers. The event featured Outsourcing Leaders from Reuters, Johnson & Johnson, Convergys and others.


To review Richard's in-depth

presentation, click the icon below.  (The event brochure is located here.)


Successful Shared Services - Download Keynote Presentation



Strategic Talent Retention & Succession Management - Official Event Brochure

The Chairman of Chalre Associates, Richard Mills, provided his insights on Retention and Succession Management to business leaders in the booming city of Kuala Lumpur in Malaysia.   

Strategic Talent Retention & Succession Management - Official Event Brochure

E-services Philippines Japanese Website

Richard Mills, Chalre Associates Chairman, was a featured speaker of this event, one of the largest IT/BPO related conferences in Asia. 

He delivered a highly motivational presentation to describe the monumental opportunity that exists in the Business Process Outsourcing (BPO) sector. 

The most revealing information to come from the conference was the tremendous quality ratings being achieved by young Filipinos.  Citigroup, HSBC, GXS, Siemens and others reported world beating performance rankings from their Philippine facilities. 

Download presentation on Offshore Outsourcing



Richard Mills, Chairman of Chalre Associates, was asked to address the annual convention of the Semiconductor & Electronics industry association (SEIPI) in 2006.  The sector is the largest in Philippines accounting for 70% of the nation's export earnings and 34% of GDP. 

Richard's presentation discussed the future outlook for Philippines and the specific impact of the booming Business Process Outsourcing industry.  He provided an optimistic view of the economic situation over the next couple years.   

To review Richard's in-depth presentation, Click Here.


Download presentation on Offshore Outsourcing


Business Processing Association of the Philippines

Business Processing Association of the Philippines (BPA/P) organization is the main umbrella association for the Philippines IT-enabled services/BPO industry.  It is the second largest such association in Asia. 

Richard Mills, Chairman of Chalre Associates, was asked to address BPA/P to provide his insight on the fast moving sector in the country.

He spoke along with Beth Lui, Country Managing Director of Accenture, whose company employs 7000 people in Philippines.  Richard's presentation was titled: "Philippines as an Outsource Destination - What CEO's Really Think."

To review Richard's in-depth presentation and to learn more about the current views of Senior Decision Makers in the BPO Sector in Asia, Click Here.


Download Richard Mills' presentation of Offshore Outsourcing



  C o n t a c t  U s


   Telephone Chalre Associates - Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam + 632 822 4129

            Email Chalre Associates - Executive Search in ASEAN - Philippines, Malaysia, Singapore, Indonesia, Vietnam leaders@chalre.com




Executive Search Contracts: Terms and Conditions

 Executive Recruiting Contracts: Terms and Conditions


Executive Search Contracts:

Term and Conditions


Agreements for Executive Search should, first of all, be clear and easy to understand. Contracts that are unnecessarily long and contain convoluted legal expressions should be considered with concern. Core agreements at most high quality search firms are typically 3 to 5 pages -- although marketing and background materials will add to this.

The terms and conditions used in virtually all management recruiting agreements are explained below along with ideas on what are most commonly used in the industry.

Clause 1:
Search Fees:


In days gone past, professional search fees were relatively fixed. Legacy search fees were 30-33% of total guaranteed compensation of the person recruited and paid in 3 instalments:

1. Initial retainer -- 1/3 of the estimated total fee and billed on commencement
2. Second retainer -- 1/3 of the estimated total fee and billed after 30 days
3. Final retainer -- the balance of the total fee billed after 60 days whether a successful candidate is found or not

Today, there are many more variations of the above standard as firms differentiate themselves and adapt to their local environment. Many now use fee structures that are more performance based such that retainer instalments are billed for project milestones such as when a short-list of candidates is provided or after the successful candidate signs the employment agreement. Others use blended structures that charge a small up-front retainer and a balloon payment after a successful candidate is found.

The fee is usually calculated as a percentage of total compensation and this also needs to be defined. Some firms are aggressive at defining total compensation to include any and all forms of cash and non-cash income including restricted stock plans, estimated variable bonuses and so on. Most use base salary plus any guaranteed bonuses and allowances.


In so-called developed countries, search fees and terms of payment are currently in flux but there is a clear trend away from the straight 1/3-1/3-1/3 model toward lower fees and performance deliverables. In emerging countries of Asia, fees are generally lower (20-25% of first year's guaranteed compensation) and payments made for defined deliverables.

Clause 2:



Executive Search projects generate some acceptable expenses to fulfil.  Since senior executives work long hours, travel frequently and have onerous confidentiality concerns, it can be costly to communicate with them and these are usually reimbursable. Other allowable costs include private meeting rooms for interviews and air transportation to deliver candidates for interviews in regional head offices.

In some countries, search firms charge a flat administration fee of 10% as part of their total fee. In the emerging countries of Asia, out-of-pocket expenses are estimated at the end of the search and billed.

Clause 3:

Replacement Guarantee:


Search firms should guarantee their work. Most will guarantee to conduct a replacement search if a recruited candidate stops working with the client company within a period of time.

In most cases, the guarantee period is 6 months but may be as long as 1 year. Guarantee periods of less than 6 months should be cause for concern.

Clause 4:



Off-limits is an industry term for agreeing not to recruit candidates from clients. The off-limits period generally starts at the beginning of the search and continues whether a placement is made or not. When clients are very large with many subsidiaries, it is common to limit the commitment to a specific division. Off-limit commitments can be a big concern when attempting to work with large recruiting firms since they often work with a number of companies in the same industry and this will severely limit the pool of possible candidates.

The usual off-limits term is 1 to 2 years after commencement of the search.

Clause 5:

Parallel Processing


Parallel Processing is a commitment to not present candidates to multiple clients at the same time since doing so would result in clients bidding against each other. The concept is also known as candidate blocking. It is usual in retained executive search but impossible when dealing with contingency staffing agencies.

Parallel processing is mainly a problem in larger search firms. Since they employ many search consultants, they commonly deal with multiple clients. The result is that their pool of candidates to draw from can be smaller than boutique firms. Many search firms will not address the candidate blocking issue unless asked directly.

Clause 6:



Most firms give an estimate of when the client should expect to receive a candidate shortlist and be able to make hiring decision.

A lot will depend on the difficulty of the search so definite timing commitments can never be made. However, most firms can provide an initial short-list of candidates within 20-30 days and aim for a qualified hiring decision to be made within 2 to 4 months.

Clause 7:

Who Performs the Search?


It is important for clients to know precisely who will do the day-to-day work involved in the search. At boutique firms, search consultants are usually partners and take hands-on responsibility for most search engagements interacting directly with candidates and clients. At larger firms, this approach is usually not possible and search consultants manage junior associates for project execution. Many "top-billers" in the search industry are rainmakers -- excellent salespeople who focus their time on this function. Once the search agreement is signed with the client, they are off to make the next sale and leave the search to less senior staff to administer.

Search agreements often are not clear about who will oversee the search from a day-to-day perspective. Most clients feel strongly that it be made clear who they are hiring to do the work and this concern needs to be addressed directly and added to the agreement as required. 

Clause 8:



Most executive search assignments have confidentiality as a requirement for various reasons. Many candidates who are senior in their roles risk their careers if it becomes known they are considering moving to a new employer -- especially in Asia. They will need various assurances that their conversations are private. Clients, on the other hand, usually do not want the status of their senior positions known, either because the search is for a replacement of someone currently in the role or because clients, suppliers and employees may question the health of their organization. (Some competitors may seize on the "instability" of their rivals.)

For the above reasons, search firms should not provide the names of their clients to candidates until the client states interest in interviewing them. They also should not provide names of their current clients for sales purposes without clear permission. Search firms that openly state clients' names may be disregarding their confidentiality.

Clause 9:



Exclusivity is a key differentiator between executive search consulting and contingency recruiting (also known employment agency, staffing, personnel recruitment). As with other professions like architecture, accounting and law, management recruiting is a professional service requiring specialized and advanced skills, and it is provided on an exclusive basis. Confidentiality is a critical concern of most candidates (and clients) and this can only assured if a senior level consultant is singularly and exclusively responsible for overseeing the search.

Executive search assignments are almost always exclusive. Non-exclusivity is common for recruiting junior level candidates that are easier to define and attract. In rare instances, clients may insist on exclusivity for a period of time with the objective of opening up the search if no candidates are found.

Clause 10:

Sourcing Candidates:


Search agreements may indicate how they source candidates. It is generally understood that highly desired managers are successful and happy at their current employers and would not send their confidential resumes to job postings, career fairs and contingency employment agencies. Such people can only be found and attracted through time-consuming methods of direct sourcing by people who are knowledgeable and well known in the industry. Sources such as job postings, job fairs, advertisements and resume databases, on the other hand, are used for acquiring junior level candidates who may be out of work, new to the workforce or unhappy in their current positions.

Firms that say they source candidates through job postings, job fairs and resume databases are probably not executive search firms but contingency employment agencies who would like to be executive search firms.

Clause 11:

Time Limit:


Some firms will only commit to search for candidates for a limited time whether suitable candidates are found or not. They will then cease their work until clients agree to extend their fee arrangements.

Once engaged, search firms should not cease their search activities until the assignment is completed or the client instructs them to end.

Next Page - Executive Search Contracts



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Media organizations throughout the world call upon the Principals of Chalre Associates for thought leadership.  Below are some examples of published material written by our consultants or international journalists who refer to them.  For a complete list of published work, Click Here.  


Economist Intelligence Unit  

Getting Ready For The Deluge: Outsourcing in Philippines

by Chalre Associates senior staff


Download [PDF file, 62KB]


The Economist Intelligence Unit of the Economist magazine asked Chalre Associates' Chairman, Richard Mills, to write a chapter about the Philippine outsourcing sector in its annual Business Guide Book.  The material provides a Executive Briefing on the progress and major issues facing this industry that is certainly one of most significant growth stories in the world.  more


The Northern Miner Online

Asia Pacific Mining Conference 2007 - Report

by Chalre Associates senior staff


Download [PDF file, 28KB]


The 7th Asia Pacific Mining Conference put on by the Asean Federation of Mining Associations was perhaps the largest such event in the region.  Richard Mills, Chairman of Chalre Associates gave this report on what was said by the prominent mining people who presented. more


ComputerWorld USA

The State of BPO in Philippines: Dan Reyes Speaks

by Chalre Associates senior staff


Download [PDF file, 31KB]

Richard Mills, Chairman of Chalre Associates, interviewed Dan Reyes of Sitel for ComputerWorld (US) recently to get his views on the state of the BPO industry in Philippines. Dan presented US readers with compelling information to support his view that Philippines is currently seen as the "Number 1" option by global companies sending BPO work to offshore destinations. 
Dan Reyes is easily one of most experienced Business Process Outsourcing (BPO) managers in the Asia Pacific region and the world. He is head of the extremely successful Philippine operations of Sitel, the world's largest call center organization. Among other things, he is a founder and former president of the Business Processing Association of the Philippines.   


Attributes of Expatriate Managers in Asia



Attributes of Expatriate Managers in Asia

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