FINANCE
ACCOUNTING
BI, BIGDATA, ANALYTICS
CLOUD, IoT, AI
BUSINESS TRANSFORMATIONS
ABOUT US
BIEXPERTS is a specialist recruitment company which deal with recruitment of Finance, Accounting and IT professional; using highly capable recruitment professionals and unique recruitment methodology.
Domain experience & pertinent education of our management team in financial, accounting and digital domain; together with our cutting-edge marketing/recruitment techniques; we empower our clients to achieve business transformations and derive business growth.
Classically; we help filling out positions such as: Directors, Financial Planning & Reporting Managers, IT Auditors, Finance Managers, Accountants, Programme Managers, Project Managers, System Managers, System Accountants, Project Accountants, Auditors, IT Managers, Analytics Managers, Training Managers and Change Managers.
We focus on BigData, Business Intelligence, Data Warehousing, Visual Analytics, ERP, MDM, IoT, Artificial intelligence & Cloud technologies.
MOST COMMON PROBLEMS THAT
BIEXPERTS HELPS SOLVE.
You are unable to take your business on the growth path; with your current technology and process limitations.
Your business is not growing because you cannot find enough capable internal resources.
You lack in generating an enterprise-wide view of financial data. This further restricts your prospect for getting into a new industry, developing new products, entering into new market or even decommissioning product/services.
The resources you attract and technologies you adopt are far from ideal. They do not appear aligned with the current vision and strategic goals of your company.
Pattern of appalling business behaviours continues, whether it is about increase in cost, decrease in profit or fall in revenue.
There is no possible mapping between available internal resources/expertise and the projects planned in the future.
PROCESS
Our recruitment process is built around independent and unique recruitment campaigns.
Each recruitment campaign is designed to promote a particular business objective (such as: cost reduction, revenue growth, increase in profit); using specific transformation programs (such as: Financial, Digital, Operational or Social transformation); using appropriate technologies (such as: BigData, ERP, Financials BI, DW, MDM, Reporting, Visual Analytics, Artificial Intelligence, IoT or Cloud).
We generate 5 solid recruitment options to onboard a new candidate in the course of a typical recruitment campaign.
- Identifying the hiring need of the client: If need is not known clearly, we can’t possibly find what we need.
- Planning: When we fail to plan, we plan to fail. Communication is the key to the planning process.
- Searching: We hunt, we don’t collect CVs. This method attracts highly relevant candidates who are unlikely to be pro-actively searching for a new position, but are attracted by the “proposition” and direct approach.
- Identifying right candidates: searching for them, finding them, and identifying them using social media pipelining, ongoing candidate warm up process, and various database searches.
- Recruiting of A-level candidates: Candidates must be sold, on not only the opportunity but also on the organization. Best candidates in the market are usually after a complete package than a role or salary.
- Telephone screening: The phone screening serves to whittle that list down, so that you can move to the next stage of the process.
- Face-to-face interviewing: Top candidates are more than likely to be interviewing with more than one organization. Communication between Employer and candidates is again the key at this stage. A capable recruiter manages this efficiently.
- Offering of employment: It is one of the most delicate stages of the recruiting process. The candidate should not be taken granted. Recruiter should extend the offer and that’s what the candidate expects.
- Hiring of the candidate: offer step and the hire step can not be combined into one step. That is because not every offer of employment is accepted. If one candidate does not accept, backup options should be ready to be tried immediately.
- Onboarding of the candidates: A comprehensive onboarding process is perhaps the most crucial steps in the recruiting process. It about continuing to make the candidate feel wanted before they officially join the organization.
- Closing: Although role of the recruiter officially ends after the onboarding; it however continues deep into future, with recruiter collecting feedback about candidate’s performance and behaviour for profiling.
We enjoy the process far more than the proceeds & we prefer long-term relationship with
our clients and candidates.
WANT TO KNOW MORE ABOUT OUR PROCESS?
Contact us to learn more about various transformation related recruitment campaigns we ran for our customers recently.
BENEFITS OF WORKING WITH BIEXPERTS
CLIENTS
we work with client from different industries and of different sizes. Here are some of the names we have helped recently:
CANDIDATES
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SERVICES
We offer two types of services:
CONTACT US
+44 (0) 207 112 4898 
info@biexperts.co.uk
BIEXPERTS HQ: Level 29, 1 Canada Square, Canary Wharf, London, E14 5DY, UK.
© 2017 BIEXPERTS. All rights reserved.
