We identify the needs of the clients in the area of management of people, offering them tailor-made solutions for obtaining talent, acting as an external ally of the business.
We also provide services of interim-management & interim professionals in complex projects in the different areas of activity.

executive search & non-executive selection.

· method.
· price.


· interim-professionals.

managed agency services.
executive development.

· assessment
· coaching.
· mentoring.
· training.


executive development.
Development and tailor-made training improve the technical output and the level of abilities, and give consistency to the bonds between the employees and the company; instilling its culture and positively impacting on motivation.

We put in motion training initiatives and development centred on people; they are structured, interesting and supported by the feedback information from the client.

The group selection technique, where the ‘ideaS’ consultants act as observers, evaluating the behavior of the candidates in the exercise of their functions as well as in their professional activities, in conformity with the client’s previously established requirements.  We use the most powerful tools for the diagnosis and evaluation of competence. These tools have as their objective to obtain a snapshot of the strong points and areas for improvement, bettering his self-knowledge and establishing a guide for development.

We focus on the learning and the development of people to improve their output.

· Assists people in managing their own development
· Drives efficient output
· Contributes to improvement in work relationships
· Offers people a positive and encouraging focus which improves their quality of life.

When people are driven to assume the control of their own activities of self-development and progress with the focus on what the organization needs, they become more flexible and more sensitive and receptive to the needs of the market.

This consists of a process of accompaniment destined to assist a professional to discover, develop and bring out the potential of the skills which permit him to obtain his personal and entrepreneurial objectives. This deals with assisting the person to accede to what he knows (perhaps he never asked the questions, but he has the answers and, he is assisted by support and encouragement to find them). The process generates ‘profits’ creating business from the development of the potential of people.

Coaching is aimed at increasing productivity and output, assisting to retain improvements and increase the profit of the client company. This deals with a ‘one-on-one’ job (although it is also carried out on teams), establishing a relationship based on trust, collaboration and integrity, with the focus on the needs of the professional in question, in a context of high expectations of results.  Through this process, the professional could obtain a more profound knowledge of his strengths and weaknesses, discovering how to maximize on the first, working on the second, and delegating in the opportune areas. By this, he could increase his personal productivity and develop a greater capacity for anticipating problems and act proactively to resolve them, permitting him, on the other hand, to improve his relationship with clients, supervisors and colleagues.

‘ideaS’ provides the services of expert coaches having varied personal profiles.

The mentor provides knowledge, profound understanding and opportunities to the person who normally, at this stage of his professional career, does not possess. 

It is a process which consists of passing, in a natural manner, knowledge, abilities and experience to other people by someone, normally older and wiser, having ample life and professional experience, as well as a high level of specific expertise. Although traditionally, mentoring implied a relationship of hierarchy between a senior person who gave out the wisdom, knowledge and advice, and the person (more junior) who received it. Modern relationships of monitoring are based on mutual alliances of more equal and collaborative learning.  Although there are clear distinctions between monitoring and coaching, both activities have quite a few things in common. Perhaps the simplest manner to define the connection between them is to consider coaching as a style of relationship which could be used in an activity of monitoring.

The mentors provided by ‘ideaS’ are focused on actions and results. They work closely and confidentially with the clients to increase the profits and business output, with special emphasis on leadership and personal development.  Their activity is oriented towards the person reaching his maximum career potential, and includes guidance and exploration of specific business challenges with the corresponding strategic implications, and of management, so that the client reaches the establish business objectives.


Teaching and training are two aspects of one and the same reality. But a trainer has not really ‘taught’ until there is a perceptible change of behavior in the person. Sadly, many trainers have not assimilated this concept in depth and are not capable of providing training which is really oriented to learning and action‘ideaS’ offers training which is focused on learning and behavioral change.  We evaluate the progress and the impact of the activity of training, measuring the training of people during and after said activity has finalized.

We create conditions such as those in which people are expected to go about their jobs, improving the result of the change of behavior brought about.

Some benefits:



Greater client satisfaction.

· Acceleration of personal development.
· Better work atmosphere.
· Better and more efficient level of communication.
· Greater productivity by employees, and teams.
· Less personnel turnover.