Mchils– A Search firm  to ensure the highest standards of professionalism in the practice of Executive Search and by that to give new perspectives to our clients as well as our candidates. When companies seek to hire senior-level management from outside their organization, we make sure they hire not just any qualified person, but the most qualified and appropriate person to meet the challenges of the position and by that the future of the company. As a retained Executive Search firm we work under an exclusive contract with the client organization dedicated to searches that succeed.

1. Ex e c u t i v e Se a r c h

2. Core Values
We believe it is important to establish an identity built around Core Values . These Core
Values are the framework defining who we are and our interactions with one another. The
result is consistency in message and synergy in all that we do.
Mission
Each of our clients compete in highly competitive and differentiated market segments
where the rules are being written one day and revised the next. Whether these clients
are established Fortune 50 companies or emerging entities backed by private equity or
venture capital sources, they all share the need for recruiting executives and retaining
the very best leaders who will make a difference for their companies, their
shareholders
and the markets in which they serve.
In today’s marketplace, the competition for the very best leadership talent has never
been greater. Our role is to assist our clients in identifying, validating, and recruiting
the very best executive talent that the marketplace has to offer. Indeed, we have the
privileged responsibility of recruiting leaders who will make a difference for our clients,
their shareholders and the markets in which they serve.

3. About Mchils
Mchils– A Search firm to ensure the highest standards of professionalism in the
practice of Executive Search and by that to give new perspectives to our clients as well as our
candidates. When companies seek to hire senior-level management from outside their
organization, we make sure they hire not just any qualified person, but the most qualified and
appropriate person to meet the challenges of the position and by that the future of the
company. As a retained Executive Search firm we work under an exclusive contract with the
client organization dedicated to searches that succeed.

4. Client Care
Mchils values their clients immensely. We are constantly striving to provide the highest
standard of service excellence to our clients. Our web platform allow clients to check the
current updates for their jobs ( Executive Search , Recruitment Process ) in Clients Area.
Whether you seek a CFO with manufacturing experience and technology focus or a vigilant
director to round out your board’s audit committee, Mchils, headquartered in Dubai, will
begin the engagement with a thorough consultation between your senior management or
board leadership and our team.
Mchils speaks your language and has walked in your shoes, so you can expect a level of
understanding tailored to meet your every need. We will accurately and confidentially
represent your organization to potential candidates, while keeping you fully informed
throughout the process.
With proven experience building winning teams and a hands-on approach to each client
engagement, Mchils helps its clients build successful ventures and highly functioning
leadership teams.
Once the search is concluded and a successful candidate placed, Mchils also stays engaged to
ensure a smooth and long-lasting match.

5. Candidate Care
Mchils value candidate care program has been designed to nurture all candidates and keep them fully
informed throughout the entire application process. This ensures long lasting candidate loyalty, which
can be seen in the positive feedback given from candidates who voted for us at our candidates section.
Our belief is that a well informed and serviced candidate ensures a better experience for all involved
parties. Our Candidate Care program supports the applicant seeking new employment and
encompasses the following:
Keeping them well informed of their application progress
Returning phone calls promptly
Providing insightful career advice and guidance
Promoting a comfortable and encouraging environment for all our applicants
Continual contact and regular liaison with the candidate after their job placement
Acting with the highest level of ethics and professionalism at all times
Maintaining candidate confidentiality throughout the entire recruitment process
Treating referees with respect

6. Services HR
Consulting
Executive CEO
Search Succession
Executive
Assessments
+
Recruitment
Executive In-Person
Executive
Career
Counseling

7. HR Consulting
HR Consultancy involves the provision of information, advice or support where:
Specialized expertise is required to solve a current or potential problem, that is not readily available within the
client system. A type or level of objectivity is required which only an independent person could provide the
organization lacks the time to do what they could normally do and so employs external assistance
This may include:
Handling Employment Issues
Managing Misconduct or Poor Performance
Remunerations or Entitlements
What’s happening in the Employment Market
Employment / Independent Contractor Agreements
Disciplinary and Dismissal Procedures
Restructuring / Redundancy Processes
HR Policies and Practices

8. CEO Succession
While corporate boards and CEOs recognize succession planning as one of their fundamental
responsibilities, it is not always given the priority that it deserves. Adopting a clear, comprehensive
and objective succession planning process is more than just a mark of good governance – it is critical
for the healthy performance and sustainability of any organization, and for investor confidence in the
case of public companies.
Before making any decisions about leadership succession, a company’s management, together with the
board, must articulate a clear strategic vision for the future of the business. It is vital that potential
successors – whether for CEO or other senior functional roles – are equipped to lead the business as it
will look in the future, not as it stands at the present.
Mchils has extensive experience advising organizations and helping them prepare for a range of
scenarios, from long-term controlled succession to emergency succession.
Our experience with best practices, our market knowledge and widespread access to leadership talent
combine to make us a valuable partner for boards, chief executives and HR leaders committed to CEO
succession planning.

9. Executive Search
We focuses on senior level (CEO, VP, and Director) positions. Our success rate is high because we
concentrate on the key areas of a successful search:
Identify outstanding candidates. We don't consider someone a "candidate" unless they are outstanding in
their field and not actively looking for another position. You get the best possible candidates. We won't
bring you unhappy people who are terminally unemployed, because we know that isn't what you want.
Evaluate candidates to guarantee positive matches. Placed candidates succeed because they possess both a
professional expertise and a personal ability to fit into the culture of an organization. Mchils evaluates that
"fit," and presents candidates who will do an outstanding job at all levels.
Convince the right candidate of the superior value of the opportunity. Mchils ensures you spend your time
with top-tier candidates who sincerely want the position, and are seriously interested in contributing to
your company's success. This not only helps you find the right candidate, but also maximizes your time.
We can offer such selective services because we put our resources where they count. We develop
relationships.

10. Successful Executive Search Process + Search Timeline
First Week Second Week Third Week Fifth Week
Preparation Research Selection Presentation Win-Win
• Long Shortlist
• Initial Client • Reference List +
• Market Research • Approach Final Shortlist • Offer and
Meeting
with Client Negotiations
• Qualify
• Talent Mapping • Schedule In- • Onboarding and
• Client Analysis
• Interviews Person Interview Integration
• Determining • Assessments • Debrief Client
Search Strategy
• Final Shortlist

11. Preparation
Initial Client Meeting
A brief discussion with Hiring Client to outline search requirements , Complete the job brief ,
know about client organization strategy , procedure and policies to get an idea of corporate
culture.
Client Analysis
Thorough analysis to identify the key opportunities for new executives , and defining a
candidate profile , meeting key executive s at the hiring organization.
Search Strategy
From search specifications, the nature of the position, and the prevailing business
environment, a search strategy is created and shared with the client.

12. Research
Market Research
We Complete a deep analysis of the market and create a compelling executive job profile.
Market analysis will outline the competitive environment and influence the type of executive
the search firm will look for.
This process often includes a team of highly skilled researchers and results in a document that
will be a reference throughout the entire search process – the candidate specification. The
candidate specification (job description) will contain detailed information about the role,
responsibilities, the hiring client, key opportunities presented by the executive job, and outline
career and educational requirement

13. Research
Talent Mapping
The process of talent mapping allows organizations to determine what the existing and available
talent is within their own or related sectors. This provides organizations with an opportunity to
assess the pool of talent against what their planned or prospective recruitment needs are.
Mchils’s talent mapping process is focused on an organization’s competitors or within specific
industries and/or functional roles.
Our research process develops a structural outline of target organizations and then allows us to
make discreet contact with the most relevant individuals. This process is not unlike the process we
go through when making direct contact during recruiting or executive search engagements. Part of
our dialogue with these individuals is focused on gaining a better understanding of their individual
circumstances, their experience, career path and what their motivation may be to make a career
move.

14. Research
Mchils’s retained executive search process includes talent mapping as part of the
engagement. However, we also have the ability to conduct talent mapping
engagements entirely independent of a search assignment.
Our talent mapping process focuses on an employer's competitors or other
organizations of interest.
The benefits of engaging talent mapping include:
1.Allows you to develop a clear pipeline of prospective candidates
2.Assists in gathering intelligence on your competitors or those organizations
you’ll be competing against for talent
3.Market knowledge

15. Selection
Long Short List , Approach & Qualify
We regard every search as unique and tailor our efforts accordingly. We follow a systematic approach
that is common to all our assignments:
Close communication and cooperation characterize the successful client-consultant relationship.
Together with our Client we will discuss the position to be filled in order to learn about its exact level within
the organization and the areas of responsibility that it covers. Further we will discuss the specific education
and professional experience required as well as the industrial or institutional background necessary to
succeed in the position. Factors such as nationality, age, language skills and personality are also covered.
Prepare a long Shortlist( About 30 to 50 Profiles ) , Share Opportunity and create an interest to Candidates
describing the facilities , Package and Organization Structure and HR System. Do in-person interviews with
our special Executive Search Consultants and Qualify the candidates by their special skills.

16. Selection
Assessment / Interviews
The most critical competitive advantage of any organization is its leadership. Hiring, promoting and
developing the right senior executive team — and avoiding costly mistakes — have never been more important.
But too often, companies make these tough decisions based on inadequate, incomplete and undependable
information.
Our executive assessment services give boards, selection committees and CEOs the reliable insights they need
to confidently select and groom the best available talent for key leadership roles. As a global leader in CEO and
board services, we have longstanding relationships with and knowledge of the world’s top talent, and
unmatched insight into the qualities necessary for exceptional leadership.
Final Shortlist
After shortlisting by our research department . Our Final Shortlist is finalized by Executive Search Consultant
and the responsibilities of Consultant is to make sure that the candidate profile match to job profile + job brief
form, Complete Reference Check and Interviews / Assessments Analysis. Perform Final In-Depth Interview ,
Final Reference Check Performance , Verification of Credentials (Degrees , Compensation ).

17. Presentation
Presentation
1.Discuss all technical and personal details of the Candidate to make sure our client
is confident in their candidacy.
2.We are ready to give any answer and overcome object which our client may have.
3. Discuss References , Credentials and Assessments with the client.
4. Get the approval and priority list to schedule in-person.
Schedule In-Person Interview
1.Determine type of interview (Telephone, Face to Face, Video Conferencing) .
2.Interviewer , Location and Contact Person Details.
3. Confirm commitments on available days and time
4.Prepare Candidate and Client for interview

18. Presentation
Debrief Client
After each in-person a full debrief is conducted to determine the candidate level of
interest, potential concerns, and reason to move forward. We focus on followings :
Facilitate detailed feedback.
Client Interest towards candidate and make sure that client know in-depth about
candidate.
If Client need to verify before preparing the job offer we can bridge our expertise between
them.

19. WIN - WIN
Offer and Negotiating
To reach Win-Win we Prepare comprehensive compensation analysis and
review all elements required from candidate to accept the job offer. We always
make sure to satisfied both parties. We can help to prepare draft letter
agreement and get final approval as a job offer.
Extend offer to candidate and secure verbal acceptance and update the other
party. Explain in details the job offer to candidates and notify client for
acceptance with signed job offer.

20. WIN - WIN
Onboarding and integration
Based on successful completion of the search assignment, We seeks verification
from the client that the process has been completed satisfactory and that the
assignment is complete and candidate complete his probationer period ( Three
Months )
Maintain a relation with the client and candidate after successful transitions in
order to ensure the process has gone smoothly.

21. Why Mchils
Grounded by strong values and practicality, we are passionate about what we do, we treat clients and
candidates by the golden rule and we work persistently to achieve measurable results for our clients. Our
focus on EXECUTIVE Search is 100 % headhunt.
We know, as do our clients, that the best are not seeking they sought. Over 92% of our searches are
completed with candidates we were previously aware of or who we directly headhunted. We prefer not to
advertise positions in the newspapers.
We Do Not Headhunt From our Clients This is a track record of which we are proud. Unless a client has
decided to cancel the search due to circumstances unrelated to our efforts, you can be confident that
regardless of the challenge, we will never let you down.
Hiring the right people separates the ―good companies from the great companies.‖ According to Jim Collins
in his bestselling book ―Good to Great‖, you must first get the right person on the bus, then you must get
them in the right seat‖. Organizations that master the hiring process make the leap to becoming great and
while others don’t. .
―

22. Dependencies and Resources
Talent
Network
Database
Research
Departme Headhunt
nt
Mchils
Project
Executive
Search
Consultant Sales
s
“The optimist sees opportunity in every danger; the pessimist
sees danger in every opportunity”. Winston Churchill Sir
A British Conservative politician and statesman known for his
leadership of the United Kingdom during the Second World
War.

23. United Arab Emirates Saudi Arabia Bahrain
Qatar Egypt
Jordan Lebanon
Kuwait Turkey
Consumer Food & Food Packaging &
Cosmetics Education Retail
Goods Beverages Production containers
Media
Entertainment Hospitality Restaurants Dairy Newspapers Aviation
Production
Pharmaceuti
Construction Banking Real Estate Telecom Oil & Energy Many more
cals

24. Ex e c u t i v e Se a r c h
Mohammad Bokhari
Executive Search Consultant
mab@mchils.com
www.mchils.com
Office : +966-2-2871707
Mobile : +966-546289551
Leadership drives talent and talent drives performance!
We can help you make the right hiring decision!
Head Office : U.A.E P.O.Box:28898,Ph:+971-501635263 Level 14, Boulevard Plaza Tower One, Emaar Boulevard,
Dubai , U.A.E
Jeddah Office : P.O.Box P O Box 31827 Al-Balawi Center , Amir Mitb Street , Suite No 408.