About TAP
Talent Acquisition Partners is a leading international provider of direct search and assessment services for managerial and professional profiles in highly specialized vertical sectors.​
Talent Acquisition Partners
TAP into our Principles
Talent Acquisition Partners promotes an idea of ​​ethical recruitment, highly professionalized and based on principles of respect, trust and collaboration. As a company, we set ourselves the following goals:
Integrity: Always put professional ethics and the quality of the candidate experience in first place.
Direct Approach: Our direct headhunting approach unlocks high-potential talents for our clients, talents that others simply can't reach.
Stakeholders' Satisfaction: Our talent acquisition platform is designed to drastically cut down hiring times and elevate the satisfaction levels of your internal teams.
Talent Development: Every talent search we conduct is with an eye on the long-term growth and integration of the chosen candidate.
D&I: We're committed to fostering a diverse talent pool and ensuring inclusive opportunities worldwide. Our searches are borderless.
Internal Excellence: We cherish and nurture our internal team with the same fervor and passion we bring to serving our clients.
Vertical Talent Coverage
We support many companies both nationally and internationally operating as vertical market specialists into the following areas:
Executive
- Board
- CEO/MD/Partner
- CFO/Financial Director
- Chief Operating Officer
- CMO/Chief Digital Officer
- Chief Data Officer/Chief Innovation Officer
- HR/Organization Director
- CTO/CIO
- CRO/Legal/Compliance Officer
Innovation*
- Artificial Intelligence & Machine Learning
- Data Analytics
- Data Architecture & Engineering
- Data Governance
- Blockchain
- Internet of Things
- Digital Transformation
- Industry 4.0 & Automation
Digital*
- Digital Marketing, CRM & Insights
- Development (Software, Web, Mobile)
- Architecture
- Infrastructure
- Data Warehousing
- Business Intelligence
- Cyber-security (IT & SCADA)
Finance and Audit*
- Business, Commercial & Industrial Controlling
- FP&A & Accounting
- Financial Reporting
- Corporate Finance & Treasury
- Macroeconomic Research
- M&A & Business Development
- Procurement, Sourcing & Purchasing
- Internal & External Audit
Change Management, HR and Organization*
- Business & IT Change Management
- PM/PMO
- Organization
- HR – Comp. and benefits
- HR – Industrial Relations
- HR – Talent Acquisition
- HR – BP and Generalist
Risk Management and Actuarial*
- Actuarial Pricing, Reserving & Reporting
- Regulatory, Solvency II & IFRS17
- Actuarial Function
- Model Development & Validaition
- ERM/Operational Risk
- Financial, Credit & Market Risk
- Insurance Underwriting Risk
Legal and Compliance*
- Legal Private Practice
- Legal In-House
- Paralegal
- Non Profit
- Compliance
- AML
- Anti Bribery
Retail*
- Retail Operations
- Retail Excellence & Performance
- Store Management / Back Office Management
- Merchandizing & Digital Merchandizing
- Creative & Product Design
- Store Design & In-Store Purchasing
- Product Development & Industrialisation
Engineering*
- Interior & Exterior Design Engineering
- Quality Engineering
- E/E & Infotainment
- Reliability and Predictive Maintenance
- Process Engineering
- Technical Procurement
- Sales Engineering
*Seniority levels: from Senior Specialist to Top Management
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Why TAP
With the rise of digital advertising and professional social media, access to job offerings has become more immediate. However, for highly specialized professionals, this proliferation has led to an overwhelming exposure to job options, often in the form of ads or automated messages, which are perceived as indistinguishable and intrusive. This has created a background noise, diminishing the effectiveness of passive recruitment approaches in specialized sectors. As a result, generalist recruiting firms, reliant on ads and mass recruitment methods, have lost their edge. In response to this shift, companies have placed a heightened emphasis on refining their employer branding strategies.
Additionally, headhunting firms have emerged, specializing in individual industrial sectors. This focus on vertical specialization has indeed allowed for greater emphasis on building lasting relationships. The trust established with both candidates and clients has undoubtedly made these firms more effective in bridging the gap between demand and supply in the more specialized areas of the job market.
The increasing push towards innovation and digitalization, combined with the limited availability of certain skills in individual industrial sectors, has made the 'single-sector' approach progressively less responsive to the cross-sectoral changes in the job market. Consequently, there emerged a need for a new approach: a qualitative and direct research and selection method. This new approach is rooted in relationship-building, not confined to specific industrial sectors. Instead, it zeroes in on the more specialized and niche vertical sectors, spanning across various industries.
Talent Acquisition Partners was founded to meet this need, adopting a direct and highly qualitative research approach. We're dedicated to building lasting bonds with candidates and clients, focusing on specific job market verticals without being restricted by any industrial sector. This broader approach allows us to adequately address our clients' innovation needs, drawing from highly differentiated market pools. It also ensures that our candidates have access to a wider range of opportunities, even in industries that might be different from their original sectors. This strategy, combined with a strong work ethic, a pursuit of transparency, and a continuous drive for quality improvement, is at the heart of our success.
Our Values
Responsibility
Work ethically to facilitate long term growth for candidates and clients.
Effectiveness
Maintain the highest standards of professional expertise.
Contribution
Proactively promote diversity and inclusion.
