National and International Searches
Kilpatrick, as a leading head hunting company, manages executive management researches for clients in different sectors on multinational level.
To send us an updated copy of your cv, please apply to resume@kilpatrick.eu and specify in the mail subject your actual position and sector.
Kilpatrick, società leader nel Head Hunting, gestisce ricerche a livello di executive management per clienti presenti in diversi settori a livello nazionale ed internazionale.
Per inviare una copia aggiornata del proprio cv, è possibile scrivere all'indirizzo resume@kilpatrick.eu, specificando nell'oggeto l'attuale posizione lavorativa e il proprio settore professionale
Geography
Level
- Head Hunting
- International Executive Search – “Think global – Act local”
- Talent Management and High Potential Search
Career Counseling and Executive Coaching
....YES Young Executive Search - HR Talent Acquisition
Support HR department in their Talent & Acquisition Management. YES is our section dedicated to the selection of high potentials and Talent Management. We have a wide experience in this kind of research: activities such as the selection of interesting CVs and meeting candidates for one-to-one interviews are a permanent operation within Kilpatrick - not necessarily related to particular requests. The idea is to be able to constantly update the data base with newly acquired and interesting candidates in order to be able to readily and swiftly respond to possible clients’ requirements.The identikit of a high-potential candidate:What we define as “high-potentials” are young graduates, from either the top universities or online universities, under the age of 32 who have matured a significant working experience within good “schooling” companies. They know at least one foreign language very well and have often completed a master’s degree.However, these necessary features are not enough, what makes the difference is really the personal characteristics of the candidate.In the course of an extensive interview we evaluate the candidate’s growth potential, starting from the skills already acquired and the possibility to quickly introduce this person into a company.Discovering a high-potential candidate is a time-consuming process; since the professional CV in itself is not a sure enough index of the actual growth potential, we rely on systematic selection. We have strong collaboration with School of Business and University in Italy and abroad.
HR Development and Training
.....Client Charter
OUR CLIENT CHARTER
Kilpatrick/Iesf wish to establish strong professional and ethical relationships with their clients. We have drawn up this Charter in order to clarify our professional standards and to explain these to you.
The Assignment Brief
In the initial discussions with the client, our members will seek to discuss and agree with you an assignment brief which:
§ clarifies in writing the entity defined as the client organization, the position and person specifications, fees structure and any assurances or guarantees relating to the assignment
§ identifies any "off-limits" restrictions
§ agrees what information will be made available to candidates and sources during the search and when this information can be released
The Search
Our partners will:
§ carry out a focused search for appropriate candidates consistent with the search strategy agreed with you
§ prepare a job description for each position and make this available to candidates
§ evaluate potential candidates by in-depth interviews in person and such tests as may be agreed with the Client
§ present a detailed written report to you, which evaluates candidates experience and identifies the candidates strength's & weaknesses relevant to the position
§ advise you promptly and offer alternative courses of action if it becomes apparent that no appropriate candidates can be presented
§ agree with you what reference checks need to be conducted, what these checks should cover and who will perform them
Confidentiality of Client Information
Partners will seek to protect confidential information concerning their clients by:
§ using confidential information received from clients only for purposes of conducting the assignment § disclosing confidential information only to relevant individuals within the search firm or to relevant candidates who need to know the information
§ not using confidential information for personal gain
Conflicts of Interest
At the commencement of the assignment our partners will seek to identify any potential areas of conflict of interest. These include:
§ companies that the client wishes to place "off limits" because of a business or personal relationship § companies that the search company cannot approach because of its own "off limits" agreements
§ not presenting candidates to another company when operating under a retained search contract unless agreed with the client that they can be released from the candidate pool
§ explaining any relationships that exist between the parties involved in the search consulting engagement
§ the process for providing candidates with relevant and accurate information in confidence about the client organization and position
§ protecting the confidentially of information provided by prospective and actual candidates, especially information relating to a competitor company
§ only providing an individual's confidential resume or other confidential data with the individual's prior consent
Public Responsibility
Our partners will:
§ explain to you and observe employment laws and public policy (e.g. discrimination, equal opportunity etc.)
§ place any adverts with the media with due regard to maintaining professional standards and obeying the law
Reference Checks
The reference checking process to be used will be discussed and agreed between the search consultant and the client relevant to circumstances of the search engagement. Reference checks may be conducted by search firms, specialist agencies or the client company. The search consultant will explain to you the laws and privacy issues that need to be observed. These can vary from country to country. As a general rule references may not be checked without the prior permission of the candidate. The search consultant will seek to explicitly agree with the client who will assume responsibility for such background checks.
Kilpatrick _ News
Industry Based Research
- With an unmatched access to top corporate decision makers & deep penetration into the market through several networks, we intelligently gather & collate specific knowledge.
- Our knowledge management system helps us capture real time data & process information regularly. This enables us to provide clients with industry specific research addressing their “specific” information needs.
Career Options
With the burgeoning of the Executive Search Industry in the mid nineties, corporate recruitment in India underwent a face lift with a paradigm shift towards a process oriented, proactive, communication oriented method from the traditional database/advertisement method which was beginning to be seen as incomplete and very reactive.
The aware, intelligent client understands that search is not just a recruitment tool but a very focused communication method to reach out to
a very specific, relevant audience. Organizations began to view search firms as partners and not really vendors. It is in this niche that Stellar has created a strong place for itself.
Across all levels at Stellar you can strive to:
Learn in depth about a varied cross section of industries and how each function works therein
Understand your client’s business and its finer nuances
Understand and learn about collation and management of large quantities of qualitative and quantitative data
Meet a diverse cross section of corporate achievers and advise them on their careers
Get trained on cutting edge search methodology
We in turn expect you to be/have:
Academically very bright with a large extra curricular repertoire
Excellent communication skills, both written and oral. Great presentation skills especially of self
A zest to keep learning and adding value to yourself
Confidence to speak with a cross strata of individuals from CEO’s to secretaries with complete ease
An ability to forge and maintain long term relationships
You can expect:
An unmatched work environment….learning coupled with a lot of fun
Remuneration to match the best in the industry
To be a part of an industry growing very rapidly
Available career options:
Consultant
Associate
Data Management
1. Experience Required for Consultant:
A minimum of 3 /5 years of consulting experience in management / HR consulting
Or
A minimum of 3 to 5 years experience in key account management / relationship management within the services industry.
Competencies required
Interpersonal savvy
Strong Business Acumen
Strong Customer Focus
Decision Making ability
Learning Agility
2. Experience Required for Associate:
0 –2 years of experience in consulting, data collection, market research, customer service or related service industry. Fresh Economics / Commerce graduates from premier institutes, fresh BBA’s / MBA’s would be considered.
Competencies required
Interpersonal savvy
Strong process orientation
Ability to think on the feet
Excellent listening skills
Ability to prioritise effectively
3. Experience Required Database Management:
0 –2 years of data Management experience in a large service organization Fresh graduate / BBA’s with excellent communication skills & high degree of computer literacy can be considered.
Competencies required
High degree computer literacy & ability to do some basic programming
Excellent communication skills
Excellent problem solving skills
Process management skills
To join Stellar, send your resume to careers@stellarsearch.com
Our Offices
Head Office:
Kilpatrick Executive Search Italia
C.so Europa 14
Milan 20122 [Italy]
Tel. : +39 02.76394121
Fax.: +39 02.76394258
E-mail: resume@kilpatrick.eu - Send resume
Romania Offices::
Kilpatrick Executive Search Romania
Str.Alba Iulia, 3 ap3
Timisoara
Tel.: +40 356.439407
Fax.: +40 356.439408
E-mail: timisoara@kilpatrick.eu
Str. Andrei Muresanu 5, ap.3
Bucharest
Tel.: +40 21 2305079
Email: bucharest@kilpatrick.eu
Amsterdam Office:
Kilpatrick Executive Search Netherlands B.V
Herengracht 574, 1017 CJ
Amsterdam
Tel.: +31 20521.9481
Fax.: +31 20521.9333
Email : amsterdam@kilpatrick.eu
Employer of Choice
1. Stellar Employer of Choice
Stellar believes in creating a positive environment for powerful outcomes. We believe that we add a spark to the work- life of our employees by creating a culture that makes work an enriching experience rather than a mundane task. Serious business peppered with the "fun- element" !!! that’s our formula for creating & nurturing world class talent.
We promote a fun- filled, stress free atmosphere at work to create an innovative, engaged attitude which leads to more energy, enthusiasm, team- spirit & increased productivity in the organization.2. Training
Stellar believes that only its people can help it build a sustainable competitive advantage. We have a "Place People First" approach to human capital management. Our structured annual "Training & Presentation" plan helps to inspire change; to create an environment that promotes learning and sharing, and thus help every employee exceed his/ her potential.
We provide close to 19 man-days of training per employee per annum, which is much beyond the industry standards. These training programs are conducted by industry experts & specialized trainers. Regular training sessions are provided on-
Creative Thinking
Negotiation Skills
Stress Management
Time Management
Selling Skills
Perception Management
Business Etiquettes
3. Performance based Reward & Recognition
Stellar practices a strong internal reward & recognition program for its employees. Every quarter the top performer of our team becomes the "Supernova" of the quarter.
The most awaited event of the year is the "Annual Supernova" which truly celebrates brilliance within the organization. The "Annual Supernova" recognizes Stellar’s outstanding performer, who is the top contributor to the company’s growth. "Supernova" is the time of the year when team Stellar comes together to celebrate its achievements over the year and gears up for a new year of greater accomplishments.
Every year the company organizes an international offsite at the time of budget preparations and year planning. This is normally a team reward announced at the achievement of our yearly targets.
The company regularly organizes picnics & training offsites where include camping, trekking, water sports, adventure sports (just to name a few).
4. Work life Balance
At Stellar, an employee’s well-being is a critical priority. The organization recognizes the importance of achieving a healthy balance between work demands & personal priorities.
At Stellar this work life balance is encouraged through flexible working hours, sabbaticals, study leaves, healthcare services & childcare assistance. 1. Stellar Employer of Choice
Stellar believes in creating a positive environment for powerful outcomes. We believe that we add a spark to the work- life of our employees by creating a culture that makes work an enriching experience rather than a mundane task. Serious business peppered with the "fun- element" !!! that’s our formula for creating & nurturing world class talent.
We promote a fun- filled, stress free atmosphere at work to create an innovative, engaged attitude which leads to more energy, enthusiasm, team- spirit & increased productivity in the organization.2. Training
Stellar believes that only its people can help it build a sustainable competitive advantage. We have a "Place People First" approach to human capital management. Our structured annual "Training & Presentation" plan helps to inspire change; to create an environment that promotes learning and sharing, and thus help every employee exceed his/ her potential.
We provide close to 19 man-days of training per employee per annum, which is much beyond the industry standards. These training programs are conducted by industry experts & specialized trainers. Regular training sessions are provided on-
Creative Thinking
Negotiation Skills
Stress Management
Time Management
Selling Skills
Perception Management
Business Etiquettes
3. Performance based Reward & Recognition
Stellar practices a strong internal reward & recognition program for its employees. Every quarter the top performer of our team becomes the "Supernova" of the quarter.
The most awaited event of the year is the "Annual Supernova" which truly celebrates brilliance within the organization. The "Annual Supernova" recognizes Stellar’s outstanding performer, who is the top contributor to the company’s growth. "Supernova" is the time of the year when team Stellar comes together to celebrate its achievements over the year and gears up for a new year of greater accomplishments.
Every year the company organizes an international offsite at the time of budget preparations and year planning. This is normally a team reward announced at the achievement of our yearly targets.
The company regularly organizes picnics & training offsites where include camping, trekking, water sports, adventure sports (just to name a few).
4. Work life Balance
At Stellar, an employee’s well-being is a critical priority. The organization recognizes the importance of achieving a healthy balance between work demands & personal priorities.
At Stellar this work life balance is encouraged through flexible working hours, sabbaticals, study leaves, healthcare services & childcare assistance.
Candidates
CANDIDATE CHARTER
Kilpatrick/Iesf wish to establish a professional and ethical relationship with their candidates. We have drawn up this Charter in order to clarify our professional standards and to explain these to you.
Confidentiality
In order to protect your confidentiality, especially towards your current employer, Kilpatrick/Iesf will adopt the following practices:
§ obtain your authorization before submitting your name or a report on you to a client
§ not discuss your potential candidacy with anyone outside the search firm
§ not contact references provided by you without your permission
§ clarify how you should be contacted - at home, at work (with discretion), by work email, by private email If the position about which you are being contacted is not right for you, the search company may wish to keep your details in their database for future opportunities and also write to you to keep you information updated. You always have the right to request the removal of such information from the database.
Disclosure of Information
Key information will be provided to you that will include:
§ position requirements
§ remuneration
§ information about the client company
At the preliminary stage, when you are being evaluated as a potential candidate, the search consultant may not always be able to divulge confidential information about the position or the client. When you have been identified as a legitimate candidate should you expect the consultant to disclose more than the basic information. There will however be times when information about the client must remain confidential until the later stages of the search process. This will be explained to you. When you are given confidential information about the client you too must respect that information and not communicate it to others.
The Interview
The search consultant will:
§ provide a clear explanation of the position and the client's expectations
§ conduct a thorough and well-planned interview
§ show up on time and be well prepared
§ answer your questions in an honest and forthright manner
The search consultant should give you an honest appraisal of how well you fit the opportunity. If the client decides not to proceed with your candidacy, the consultant should provide as full an explanation of the client's decision as possible.
The Selection Timetable
If the search consultant does not outline the interview/selection process, you should feel free to ask about how long it will take, whether there will be any psychometric or other written tests, when will references be required, what is the next step.
The search consultant will understand that, as a busy senior executive, the scheduling of appointments and interviews needs to be sensitive to your time, position and responsibilities to your current employer. A search assignment can often take several months to complete. When you become an active candidate, the search firm should communicate with you on a regular basis about the progress of the assignment.
Please remember that while the search consultant represents the client organization, they do not have complete control over the client's diary and communications. Ideally both parties, candidate and client, need time to make a measured, well thought out decision. However, the consultant should keep you informed of any deadlines imposed by the client and the implications for not making a decision according to those deadlines.
The Hiring Decision
If the client decides to offer you the position, this can involve sensitive issues in which the search consultant can play a crucial role as an intermediary. You may feel comfortable to handle this process yourself. However you can express any concerns or special requirements that you may have on terms and conditions through the consultant if you wish.
When the search process is completed and you have joined your new company, the search consultant may stay in touch with you in the early stages to make sure that your transition into the new position is a success. If you experience problems while you are settling in, you should contact your consultant, as they may well be able to help sort out problems by talking diplomatically to the client.
If your candidacy is not successful, most consultants will want to keep you in their pool of candidates for future assignments. They may also use you as a resource to help identify candidates for assignments. It may be in your own interests to maintain such relationships.
Your Role
You can assist in the selection process in the following ways:
§ do not inflate your resume, misrepresent your work history or hold back information
§ be open about your interest or lack of interest in the position
§ make every effort to try to accommodate interviews within your schedule
§ find out information about the client organization
§ understand that the process takes time and that you will be one of several qualified candidates and the consultant will be handling other assignments at the same time
§ keep the search consultant advised if you are considering offers from more than one organization
Testimonials
...
Industries
Our clients range from the world’s largest corporation to emerging business. We service clients across a broad spectrum of industries not just locally but across the Europe. Our practice include:
Industries Serviced
- Healthcare & Healthcare Service
- Retail
- Financial Services
- Engineering
- Chemical
- Consumer Good
- Automotive
- Infrastructure
- Media
Our Clients
Some of our clients:
- ADIDAS
AIRLIQUIDE
BBVA
DHL
FELTRINELLI
FILA
GE NUOVO PIGNONE
GE PLANGE
HUAWEI TECHNOLOGIES
HP
JOHNSON & JOHNSON
INGRAM MICRO
NIKE
KONE INDUSTRIAL
LACOSTE
LAMBERTI
LEROY MERLIN
MONDADORI
MTS GROUP
NESTLE’
PIRELLI
SAME DEUTZ-FAHR
SMEG
SORIN
TECHNOGYM
WALT DISNEY
Reference and Credential Verification
While acquiring relevant talent for key positions, it is important that a hiring organization should have the comfort of knowing its candidates. This will not only ensure that the candidate's representation of their background is accurate and consistent, but also will save the company considerable time and cost in terms of avoiding a "wrong hire".
As a result, Kilpatrick offers all its clients a value added service
which covers the following aspects:
- Employment Verification
- Education Verification
- Reference Check
Candidate Assesments and Training
Leadership assessment is increasingly becoming an invaluable tool for the success of any organization. It enables the hiring company to measure the inherent skills of the talent they want to acquire, modeled after those who demonstrated the highest achievements in profitability, revenue growth, employee engagement, supervisor evaluations, previous promotions, and organizational growth.
Stellar has partnered with The Gallup Organisation and SHL Group Plc to provide all its clients/candidates with Leadership Assessments.
The Gallup Organization has helped organizations select, position, and develop
their leaders by studying more than 40,000 senior executives from nearly 200
organizations over the last decades. The Gallup Leadership Assessment has been developed on the basis of an extensive study of the most successful leaders in business, government, education, and non-profit organizations.
SHL Group Plc is the leading provider of objective assessments for realizing the performance of people at work. They use science to identify key behaviors and predict performance of people. All their assessments are based on rigorous scientific research and provide insight from before a person joins people till the time they exit an organization.
assessment@stellarsearch.com
Recruitment
- Kilpatrick draws on its several man-years of consulting experience to create recruitment strategies to best service a client’s top management recruitment needs.
- We specialize in large scale screening projects, which we manage wing-to-wing.
- With our expertise & indepth industry insights we are able to deliver the ‘best’ candidates in the shortest possible time frame.
Executive Search
- Executive Search is the foundation & the very core of our business at Kilpatrick.
- Since 1990, through our headquarter office in Milan, we have successfully closed over 5,000 searches mandates for more than 200 satisfied clients.
- Our clients view us as strategic partners, focused on identifying the best talent across borders, attracting and recruiting this talent to help them meet the business challenges they face.
- We leverage on our in-depth consulting experience, robust research processes and state-of-the-art technology to deliver unparalleled quality.
60% of our executive search business comes from existing clients
Our Management
Cristina Spagna
is president of Kilpatrick and member of the board of Kilpatrick Executive Search.
Cristina has nearly 10 years of experience in executive search and has a degree in psychology.
Before starting her career in Kilpatrick in 2003, she worked for the Dutch multinational
Topstart People and as HR Manager in Fujitsu-Siemens. Cristina Spagna is responsible for the Industrial and FMCG clients.
She’s got a great track record of executing searches for medium large companies, both on national and international level.
cristina.spagna@kilpatrick.eu
Jacob Hoekstra is managing director of Kilpatrick Executive Search and holds a responsibility for Italy,
Romania and the Netherlands. In his “ daytime job “ he manages the team in the mentioned countries and his “ night time “
job is VP Business Development for the IESF ( International Executive Search Federation ) Speaks 5 languages and therefore one of the key players
for international searches, representing both Italians clients abroad, but also multi-nationals in Italy.
Because of his background holds the responsibility for apparel and luxury, as well as banking & finance.
jacob.hoekstra@kilpatrick.eu
Claudia Paoletti
is Partner of Kilpatrick Executive Search that she joined in 2003.
She is a true multi-specialist and she has the expertise to handle varied searches across geographies, functions and levels.
Before joining Kilpatrick she worked in the HR Department of Pirelli and she participated with the recruitment start up at Cisco Photonics Italy.
In 2001 Claudia has decided to change her career and she became a headhunter, initially working for a national player on the Italian market,
but since 2003 a part of the Kilpatrick team.
Her multi-specialist approach leads her to serving clients in Chemical / Pharmaceutical and Automotive Industries.
claudia.paoletti@kilpatrick.eu
Robert Martijnse ,
after concluding an impressive Executive Management career with Royal Philips Electronics, is now a Consultant to the Group
and Director of Kilpatrick Netherlands B.V. Robert has a very broad and global experience as CEO of many Countries and
Regional organizations, with a considerable time spend and a wealth of experience gained in among others Asian and Emerging Countries.
The last six years he was CEO Philips Italy and CEO/Regional Director South East Europe-Balkan Countries.
He brings with him
a tremendous experience managing companies and resources ( incl HR resources) in a multi-national and multi-cultural environment.
In addition he speaks 6 languages and thus a very strong partner and advisor for both local as well as international searches.
Our Values
PASSION for PEOPLE: We bring passion and positive energy to every relationship, challenge and opportunity.
INTEGRITY: We commit absolute transparency and integrity to our every action and thought.
EMPATHY: We empathise, respect and care for all relationships.
CHALLENGING ENVIRONMENT: We thrive on challenging the status quo, situations and problems. We rise to every challenge with tenacity and determination. We learn every day and from everyone.
DIALOGUE and TRASPARENCY with clients and candidates.
CREATIVITY, INNOVATION and QUICKNESS in our methodology and delivery processes.
At Kilpatrick, every employee lives the Kilpatrick values through everything that they do or say. We stand behind every engagement that we undertake, managing client & firm resources by working in a cost effective manner.
We offer flexible business solutions to our clients.
At every stage of the relationship, we guarantee utmost discretion & confidentiality as sought by the client & candidates alike.
Our Competitive Advantage
"We at Kilpatrick are confident because we never presume to have all the solutions. We have realized over the years that there is so much to learn from our clients" Which is why we work as partners in helping them succeed. We deliver results you can count on today to build a better tomorrow.A. Consulting Excellence
At Kilpatrick, we bring to the table fresh perspective & young talent in a team of handpicked management professionals. We are clearly perceived as innovative, aggressive, process driven and hands-on. Kilpatrick is consciously built a team of management with strong ability to network in a variety of industries.
B. Leveraging Cutting Edge Technology
Our clients benefit from our state of the art research capability, which allow us to identify potential candidates in the shortest possible time frame for a specific set of defined competencies.
C. Creating Knowledge
We have a large backend team of dedicated professionals assigned to collating, analyzing & disseminating the vast market knowledge / data collected during each search.
D. Innovating Constantly
With an unmatched access to top decision makers and a deep penetration into the market, consultants at Kilpatrick intelligently gather, collate and then apply industry specific information to a variety of search related activities.
E. Integrity & Discretion
As a part of an industry which is very people focused, we believe that the confidentiality of our clients and candidates we work with is absolutely essential to the search process. Typically the industry wide searches we have been engaged to conduct are to replace currently occupied positions and hence very sensitive in nature.
F. Time bound:
We work within well-specified time frames and budgeted costs. We never offer instant results but set realistic time frames at the beginning of the search after understanding it's complexity. Since we do not encourage short cuts we provide the client with a complete process perspective from day one allowing them to gear management and expectations accordingly.
Function
Through the Kilpatrick offices in Milan, Timisoara and Amsterdam we service clients across the country, in strict cooperation with IESF (International Executive Search Federation) Partners. The main functional expertises are:- R&D
- HR
- Sales & Marketing
- Marketing
- Finance & Accounts
- Commercial
- Supply Chain Management
- General Management Engineering
- Corporate Communication
- Information Technology
- Quality & Operations Management
Our Process
At Kilpatrick, we are committed to providing our clients with high quality, proactive and cost effective consulting services. To us search is much more than placing the right person in the right job. We view each new search as an invaluable opportunity to forge lasting relationships and effect positive organizational change. We believe in playing an integrative role in problem solving, implementation and capability building. Our process roadmap is outlined below.
The process starts off with the definition of the ideal candidate’s profile, which must highlight professional characteristics (experience – expertise – managerial qualities) as well as personal ones, expressed in relation to the work environment and the objectives for change. Once the identity of the person wanted has been clearly defined, the real “hunting” starts off by laying out what those in the trade call research “mapping” – that is, “where” to look for candidates. These are then contacted making use of the data base and the Kilpatrick partner network. At this point a series of interviews are held; at the end of this phase (definition of profile-research-screening of applications) a short-list of candidates is selected and submitted to the Client, who will be assisted through to the successful conclusion of the research and during the months following the appointment.
Our Mission
To have a clear outline of the main objective to be pursued is important for any organization – Kilpatrick’s vision, could be summarized as follows:
“We guarantee, giving the client full assistance throughout the research, that the people selected and introduced into the Company will have characteristics responding to those laid down in the position’s ideal profile, and will be strongly motivated to cover the task and adopt the organisational spirit of the Company”.
Our Business
Since our inception in 1990, we at Kilpatrick have been providing effective executive search solutions for top management recruitment.
We are now considered a premier provider of human resource related solutions for our clients. These range from executive search for top and senior management recruitment to the execution of large projects for the selection of middle & junior management and a host of other value added services.
Our global reach and insights, commitment to quality and time proven processes provide our clients with the competitive advantage required to recruit world class talent. Assisted by these initiatives our clients create competitive advantage and deliver sustainable value.
Terms and conditions
FAQ
Newsletter
Corso Europa, 14
Milano 20122, Italy
Phone: +39 02.76394121
Fax: +39 02.76394258
Email: resume@kilpatrick.eu
International Executive Search Federation
Kilpatrick is Exclusive Partner of IESF
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