Our professional activities are designed to meet the requirements of our clients, as well as those of our candidates. Discretion is an absolute criterion for us. We protect the identity of the organization calling on our services, as well as that of anyone who communicates with us. We make a point of knowing our clients well as active economic entities, in order to propose candidates that meet as closely as possible the criteria for the position involved. Following a discussion and analysis of the client's requirements, we determine together definite selection criteria and initiate the search process as soon as these criteria are approved.

Although the work plan is developed according to each firm's specific requirements, a certain basic procedure is followed.

At the time of the initial meeting with a member of the firm's management, we discuss the objectives of the position, duties involved, line relationships, related priorities and performance criteria.

As it is up to us to determine whether the candidate will fit this work environment, we also discuss with the history and expectations of the firm, the environment in which the candidate will be expected to work, and finally, the expertise and characteristics sought in the candidate.

For the purpose of acquiring a better understanding of the position, we recommend that an interview with the candidate's immediate supervisor be arranged, in order to clarify the supervisor's management philosophy, and also, where possible, a visit of the proposed work site be planned.

The direct search for candidates is an integral component of our approach. It involves a thorough and in-depth search of the market to locate high-performance candidates with highly specialized expertise, who meet the criteria of the position to be filled, or consultation of anyone aware of candidates likely to meet such criteria. Our search targets executives working for organizations involved in the same or related areas of activity as discussed with in the course of the initial meeting.

All the résumés produced by our research are examined and a preliminary list of candidates who meet requirement and experience criteria is developed.

We proceed with a careful analysis of the files resulting from the above-mentioned procedure and then select those candidates we propose to interview.

Following our interviews, we submit to our clients résumés of candidates (2 to 4) who seem most likely to meet the requirements of the position and the challenge it presents. We can then, at the client's convenience, arrange interviews with the candidates selected.

For some position levels, and if the client so wishes, we can suggest that finalists be evaluated in depth by an industrial psychologist in order to confirm the validity of our choice.

Client and candidate satisfaction is important.

We follow up the file with the parties involved two (2) months after the candidate assumes his duties, and again six (6) months later, in order to determine whether the transition is going smoothly.

Although we assume the responsibility of locating and recommending the candidates and act as advisors in the final process, the ultimate decision to hire the candidate rests with the client. Our experience tends to confirm that the most productive searches are those in which the client plays an active role in the actual recruiting process and performs certain tasks before deciding on the candidate he deems best. This involves process among other things:

Notifying us immediately should any significant event occur that affects the nature of the search;

Close cooperation is the key to good results.

Professional integrity and credibility are of paramount importance in our firm's success. To that end, we have developed a code of ethics, which confirms our commitment to client satisfaction within the framework of a total quality process.

• We accept a mandate only when we are convinced that we can carry it out successfully.
• We carry out an exhaustive search within the shortest possible time in order to keep costs to a minimum.
• We gather all relevant data on our candidates and communicate this data in a clear and objective manner.
• At all times, we take great care to inform our candidates and clients of the status of the file.
• All our communications, whether with our candidates or clients, are dealt with in strictest confidence.
• We do not carry out investigations within your staff unless specifically authorized to do so.
• We feel the candidate has as much right to our respect as does the client.

If the selected candidate does not show up to assume his new position, or if he is fired or quits the position during the first six (6) months of employment, we will submit a replacement within the shortest possible time, at no extra charge. In such a case, our client will have twelve (12) months to avail himself of this clause. The warranty applies only to the replacement of the original candidate, providing the terms of payment have been observed.

• Preliminary market survey (part of search or target mandate)
• Selection of résumés through advertisements
• Assessment of selection
• Industrial Psychologist / Evaluation of candidates' potential (in partnership with a third party).

• Mining and Metallurgy
• Pulp and Paper
• Food and Pharmaceutical
• Chemical Products
• Construction Materials
• High Tech
• Transport
• Services
• Various Manufacturing
• Public and ParaPublic

Marc Paquet has worked for thirty (30) years in human resources management, particularly in staffing. Early in his career, he held the position of Human Resources Manager and went on to similar duties at a higher level with other multinational firms in various fields, for instance, the pharmaceutical, food and textile industries, until he decided to embark on a carrer in executive searches and become an expert in that field.

His business acumen and determination led him to become president of MPA Executive Search Inc. His understanding of the labour market and industry in general, have given him undeniable expertise. His social and professional involvement in various associations helps broaden and enrich his network of contacts, which is used to your benefit.

Since 1990, Marc Paquet has successfully carried out several executive search mandates of a multidisciplinary nature in many sectors of activity at the intermediate-and top-executive levels. His expertise bears witness to his invaluable contribution as a management instrument for your organization.

In an ever-developing and changing economic context, there are some things that never change for us.

Professionalism, flexibility, rapid execution, respect for candidates and total quality with regard to client service. In one word efficiency. Our credibility is based on such commitments, which we will continue to apply.

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