The Carter Group is

The Carter Group is one of the leading boutique executive search firms in the world. Our domestic and global reach coupled with our industry experience and knowledge, allow us to be anywhere in the world our clients need us to be, providing both global insight and local perspective.

With offices throughout the United States, Europe and Asia, The Carter Group offers unparalleled depth of experience and industry knowledge for informed executive selection. We provide national and international searches starting at senior professionals through C-level executives and Board members.

Established in 1994, The Carter Group has successfully provided professional search services for ~20 years, recruiting leadership teams and corporate governance for many of the world’s most prominent companies. Our unique process methodology has developed for us a broad-based reputation for adding talented management that can bring brands to the top of their respective segments. As industry specialists, we are vested in the ultimate success of each executive manager or board member we place.

Experience tells us that a premier executive search firm must have deep knowledge of the client’s business, its markets and its culture. We strive to have the best listening skills in the search industry. We want to uncover precisely what our clients need. We make sure we fully understand all the requirements of the position before undertaking any market research for candidates. This has been the hallmark of our success, and has earned for us the status of trusted advisor to our clients.

Corporate restructuring, mergers & acquisitions, downsizing, employee benefit reassessment and other issues have created a need for rapid organizational adjustment. The Carter Group is one of the few consulting practices to facilitate strategic business solutions designed around people development.

Placement Rate
93%
Happy Clients
90%
Worldwide
100%

COMMITMENT

We are committed to identifying, qualifying and presenting only the highest quality talent for our clients’ human capital needs. We also believe that retention of talent is more important than recruitment.

METHODOGOLY

In addition to a qualitative assessment, we have developed a unique, proprietary approach to evaluate talent through a quantitative methodology that assesses each candidate’s strengths against the unique requirements of every position.

OBJECTIVE

Our objective is to align those candidates who have the appropriate blend of knowledge, skill, experience, attitude and commitment with our clients’ needs.

Our Unique Process

With its proprietary Critical Skills Assessment© Model, we believe our firm has the most thorough search process in the industry. Unlike many executive search firms, The Carter Group commits two of its partners, two recruiters, and a dedicated research team to every assignment.

What Clients Receive

  • Two Partners assigned
  • A dedicated team of researchers and recruiters
  • Job Specification
  • Critical Skills Assessment©
  • Candidate Profiles
  • Interview Summary Reports
  • Search Summary
  • Client Feedback Survey

DEFINITION OF THE ASSIGNMENT

We carefully document our client’s objective requirements for each position. At the same time, we also seek to understand all the subjective attributes that can contribute to a candidate’s success. These include leadership qualities, work ethic, vertical and lateral interpersonal skills, etc. With the client’s input, such characteristics are quantified and weighted using our proprietary Critical Skills Assessment©, rendering the “ideal” candidate profile.

SOURCING CANDIDATES

We do not rely on job boards and internet listings to source candidates. While such resources can provide some possibilities, we have found over the years that direct targeting results in the optimal selection of qualified candidates – quickly, efficiently.

QUALIFYING AND PRESENTING

Rigorous due-diligence and background verifications are completed before any candidate is submitted. Every potential candidate is interviewed by phone, scrutinized by our team, and then presented via a Candidate Profile©. Final candidates are interviewed in-person by our partners. Once candidates are cleared by the partners, an Interview Summary Report© is submitted to the client. We then coordinate with our client’s schedule for meeting each selected candidates.

Our Team

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GUY W. CARTER – Proprietor, CEO

Guy Carter is the founder and President of an Executive Recruiting company, which he established in 1994 – (The Carter Group, LLC). The company today has offices in the U.S. Europe, and Asia with their headquarters in Mobile, AL.

In 2008, his company launched a new recruiting business (iMPACT Placement) that serves their clients recruiting needs for the Mid-level positions.

Prior to founding his own company Mr. Carter served as a Vice President Human Resources for two publicly held, global NYSE companies. In addition to executive search, he has successfully consulted management in Executive Compensation; Morale Assessments; Organizational Analysis and Development; Organizational Downsizing; Outplacement; Total Quality Management (TQM); Employment, Employee Relations, and Human Resource Management to name a few.

Mr. Carter was awarded a Bachelors of Business Administration from The University of Memphis and is a graduate of the Executive Program in Business from Columbia University in New York.

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IAN C. MARTINDALE – Partner

Iain C. Martindale has over thirty years international human capital experience, partnering and consulting with business leaders, while working and living in China, Singapore, Japan, France, UK, Germany and USA. His experience includes developing and leading international HR organizations in Semiconductor, Telecoms, Aerospace, Automotive and Manufacturing environments. He has recruited for Executive positions in Asia, Europe and USA, and successfully filled C-Suite and leadership roles in Sales, Marketing, Design and Applications Engineering, Supply Chain, Customer Service, Manufacturing, Finance and HR.

Iain graduated in Aeronautical Engineering with the Royal Air Force and Loughborough College; practitioner of the Institute of Work Study; specialist Industrial Relations/Psychology programs; Company sponsor of the MIT Japan program in Boston & Tokyo; member of Industrial Advisory Board at Singapore National University; and member of Board of Visitors and International Business School Advisory Board at Northeastern University in Boston.

Iain is based west of London in UK

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JEFF WOHLERS – VP of Operations

Mr. Wohlers joined The Carter Group as an Executive Recruiter in 2007 and due to his success was promoted to the VP of Operations. His duties include managing all research, sourcing, candidate development and identifying and instituting electronic tools to reduce cycle time in candidate assessment and submission.

He attended Auburn University for Software Engineering before joining the U.S. Army where he served with the 502nd Infantry 101st Airborne (Air Assault). He is a veteran of Operation Iraqi Freedom. After leaving the Army he attended the University of Mobile receiving a BS in Finance and Management and a awarded an MBA with distinction.

"Perfection is achieved, not when there is nothing more to add, but when there is nothing left to take away."

ANTOINE DE SAINT-EXUPÉRY

Our Clients

clients

Services

STARTUPS OVER SEAS

Practical help with proven connectivity to assist organizations establishing, developing and then managing overseas locations. We can hand hold a project that includes establishing entities, sourcing appropriate facility space, and finding the right people, to hit the ground running in overseas locations. We can also provide the local connectivity that allows you to drive this with our oversight for as long as you need it.

ORGANIZATIONAL DEVELOPMENT

Talent reviews, building the bench strength, and managing org design to maximize business development. What is a “leader? What skills are needed to be a leader? Communications, trusting relationships, active listening, constructive feedback and vision, combined with functional capacity, help to make successful leaders.

EXPATRIATE PROGRAMS

Designing, implementing and managing Expatriate programs – concentrating on the key factors that minimize failure rates – planning, selection, trailing family, and repatriation. Examine alternatives to maximize success.

INTERNATIONAL COMP AND BENEFITS

Provide competitive market analysis for cash and total compensation for “local” and well as expatriate positions. (Japan, Korea, China, Hong Kong, Taiwan, Thailand, Malaysia, Singapore, Philippines, UK, France, Germany, Italy, Belgium, Netherlands, Sweden, Ireland).

BEHAVIORAL INTERVIEWING

Techniques and processes for establishing factual historic performance as the best indicator for future performance. (Not physiological profiling). Have been used successfully across Asia and Europe.

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