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EXECUTIVE SEARCH
With more than 70 multinational clients from different industries, ASCEND works with companies at their distinct business stages in the strategic mission to hire middle to top-management executives; coordinators and specialists. ASCEND follows a rigorous process, allocating specific teams for each new project, dedicated to finding the right professional to match the technical and behavioral profile required by the client, as well as the culture and current context of the organization. Our close relation to clients, allow us to have flexibility and agility to help their businesses, by adapting to their specific needs. Ascend has conducted searches for start-ups, post-start ups, post-acquisitions, well established businesses, each case demanding specific talents. Our process includes: The understanding of your needs. Ascend knows its clients, their business, culture and values that guide them. Project timeline definition and follow-up throughout the project. Definition of search strategies. Increasing corporate requirements make our mission more challenging each day, and make it necessary to bring intelligence to the recruitment and selection process. Market mapping: Ascend develops knowledge about your market and shares it with you, helping decision makers. In-depth evaluation of candidates. More than one interview for medium and top management positions; use of behavioral test; competencies based interviews. References checking. Project Delivery: we present an exclusive short list of candidates for your project. Our candidates are constantly informed about their progress in the project and receive specific feedback after our client's decision on the professional to be hired. We follow-up on the hire's adaptation to the new role. Our Executive Search clients are "off limits" for one year after the conclusion of the last project conducted. Hired candidates remain "off limits" as long as they work for the same organization. ASCEND creates long-term relationships in the market and generates repeat business from its customer base. Advantages of Working with ASCEND: Personalized service. In-depth evaluation of candidates. Extensive market mapping. Advisory approach. Support and feedback to candidates. References checking prior to the presentation of candidates. Sense of urgency. Results on a established timeline.
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Ascend and the Candidates
The professionals who participate in our processes are constantly informed about their evolution in the project. At the end, they are informed about the company's decision.
Our Object of Work
We work with people who build the future of organizations, whether by hiring them or developing them.
Serve with Results
Our pleasure is to serve our customers in a different way until reaching the best result.

Artigos

Our Validity Term
The Aging of the Population of Brazil should be Accelerated, points out IBGE ”, article title of the newspaper Valor Econômico of December 2, 2016. In the same newspaper, on January 2, 2017, the headline says:“ Brazil has a record aging pace . It is rare for a day to pass without the themes of aging the Brazilian population, increasing longevity, social security reform coming up. According to IBGE data, in 2030 we will have more people aged 60 or more than children under 14 years old. In 2055, the participation of elderly people in the total population of the country will be greater than that of children and young people up to 29 years old. We will be a country of the elderly soon and the change in the population profile will have consequences for the job market. With longevity increased by the resources of medicine, in a country where few will have supplementary pensions, people will choose to remain active in the labor market and generate income for longer. On the side of people, it is necessary to think about the long term, avoid obsolescence, develop new skills, have something to offer the market and be flexible to accept different remuneration models. On the business side, the concept of diversity urgently needs to include our expiration date as well. After all, who dictates when he wins? Hopefully, you and I will be part of the population aging statistics. We may even look for job opportunities later on. Prepared and ready for it, why not?   Andréa de Paula SantosPartner of Ascend RH
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Would working at a distance make your life better?
The initial trend may be to answer yes to this question. But the fact is that in order to enjoy the possible benefits of teleworking (eg, cost reduction, better quality of life, better use of time), workers and companies need to manage the risks of the model. The worker will have to deal, for example, with the responsibility for autonomy, with isolation, with discipline for the good use of time. The company, on the other hand, with the need to have communication systems and infrastructure that guarantee the model, labor laws, the preparation of its leaders to exercise remote supervision, the risk of isolation of workers, issues of hygiene and safety at work, to name a few variables. Ascend approached the topic with 127 professionals. Here are the results: 80% of the professionals stated that their quality of life would be better if the company offered the option of teleworking. Only 5% said their quality of life would not improve. 13% answered maybe. The rest did not know how to answer. 70% of professionals said that teleworking would increase their level of satisfaction with the company. 11% said their satisfaction would not change with the model. 16% said maybe. The rest said they didn't know. As for commuting to work: only 23% of respondents said it took less than 30 minutes; 35%, between 30 and 60 minutes; 42%, more than 1 hour. As for missing work to resolve personal issues, only 8% of professionals said they never did it. Of the remaining 92%: 23% are absent 4 times or more times a year; 20% are absent 3 times a year; 26%, twice a year; 23%, once a year. 52% of professionals say that the implementation of teleworking would reduce absenteeism in the company. 11% said they didn't. 34% said maybe. The rest said they did not know if there would be a decrease in absenteeism. As for the time that professionals spend in the workplace due to interruptions (telephone, people, meetings, others), 39% said they lost more than 90 minutes a day. 31%, between 60 and 90 minutes a day. 24%, between 30 and 60 minutes. Only 6% said they lost less than 30 minutes a day. As for teleworking to contribute to greater productivity in the organization, 55% of professionals believe that productivity would be increased. 8% said they didn't and 35%, maybe. The rest said they didn't know. On the reduction of fixed costs (rent, maintenance, electricity, water, travel, transportation, etc.) for the company: 70% of professionals said that their companies would be able to reduce costs. 12% believe that costs would not be reduced. 17% answered maybe. The rest did not know how to answer. Regarding teleworking, it could be applied to all areas of the company, 46% answered no; 30%, yes; 24%, maybe. Ascend RH
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Contact
Av. Dr. Chucri Zaidan 1550 – conj. 710 - Chácara Santo Antonio
São Paulo, SP - CEP: 04711-130
faleconosco@ascendrh.com.br