Im Gespräch mit Ilenia Pontoriero, Head of CEO Office von Latzer Associates Group (LAG)
Bildrechte: Latzer Associates Group
After two decades of success as a strategy consultant, Frank Latzer had the vision to embark on something new: a Global Consulting Boutique that could serve as a reference point for both large, world-renowned international companies and more traditional, mid-sized family-run firms. In 2004, the company was established in Germany. Within a short time, LAG has successfully completed hundreds of mandates in the areas of Executive Search and Human Resource Management.
Today, Latzer Associates Group (LAG) has a global reach. An international team enables LAG to maintain a global perspective, facilitating the identification of the best candidates for their clients, regardless of their location.
François Baumgartner in conversation with Ilenia Pontoriero, Head of CEO Office about the success factors of Latzer Associates Group, their approach to talent management, and the role of global networking.
Mrs. Ilenia, what does quality mean in the field of human resources?
Quality in Human Resources encompasses various dimensions, including talent acquisition, employee engagement, professional development, and retention. In talent acquisition, it transcends mere placement; it's about finding the perfect fit for an organization. Moreover, employee engagement involves creating an environment where individuals are not just present but fully engaged, fostering a culture of enthusiasm and commitment. Professional development goes beyond training, focusing on nurturing an atmosphere where employees thrive and evolve in their careers. Quality extends to embracing diversity and fostering inclusion, ensuring every voice is heard in the workplace. Initiatives promoting mental and physical health underscore our commitment to caring for employees, explaining why quality significantly impacts retention.
Overall, in the realm of HR, quality is paramount. It ensures the right people are in the right roles, contributing to a positive and productive work environment.
"High-quality HR practices attract top talent, enhance organizational culture, and promote longevity. Quality in HR is not just a goal; it's a strategic imperative for building resilient, successful, and people-centric organizations."
Ilenia Pontoriero, Leiterin des CEO-Büros der Latzer Associates Group
What skills and experience do top talents need?
In our view, top talents distinguish themselves through key dimensions crucial for success: strong leadership, effective communication, and strategic thinking. Equally important is a proven track record of achieving tangible results. Focusing on these essential attributes enables individuals to navigate dynamic challenges and make meaningful contributions to their respective roles.
Are there any other criteria?
Beyond skills and experience, we place high importance on cultural fit and adaptability. It's imperative that individuals not only possess valuable skills but also resonate with the organization's values. This ensures a harmonious integration into the work environment. By emphasizing these crucial criteria, our goal is to identify candidates who not only meet immediate role requirements but also have the potential to contribute to our long-term success.
LAG has a team of experienced professionals from 15 countries who specialize in helping companies and organizations find, attract and retain top talent. How does an employer retain top talent and executives in the long term?
Retaining top talent and executives over the long term is an intricate challenge that demands a thoughtful strategy extending beyond competitive compensation. Critical factors include cultivating a positive work culture, providing avenues for continuous professional development, and establishing a supportive work environment. Regular feedback mechanisms, initiatives for employee recognition, and a transparent career trajectory all play integral roles in nurturing employee satisfaction and loyalty. Furthermore, a commitment to promoting work-life balance and adapting to evolving employee needs serves to fortify the enduring relationship between employers and top-tier talent.
How did Mr. Latzer come up with the idea of founding a personnel consultancy and what are the success factors in this business field?
Frank Latzer founded our consulting firm based on his extensive experience spanning over 25 years in strategy and executive search consultancy. The idea stemmed from a profound understanding of the industry's intricacies, coupled with a vision for delivering high-quality advisory services. In this dynamic business field, success factors lie in strategic insight, a client-centric approach, and the ability to adapt to evolving market trends and client needs.
One distinctive feature of Mr. Latzer is his extensive international connections, a testament to his global perspective and strategic networking. His commitment to human resource matters goes beyond mere consultancy; he is an advocate for a people-centric approach to workforce strategy. This commitment reflects the belief that organizational success hinges on unlocking the full potential of its people.
Mr. Latzer sees human resources as the heartbeat of an organization, where cultivating a positive and inclusive workplace culture becomes a driving force for growth. He is dedicated to reshaping conventional approaches and fostering environments where individuals can thrive, contribute meaningfully, and lead their organizations to unparalleled success.
Your Global Consulting boutique is active for large international companies of world renown as well as for more traditional medium-sized family businesses. What role do internationalization and global networking play today?
In our Global Consulting Boutique, catering to both renowned international corporations and traditional family businesses, internationalization and global networking play pivotal roles. They're not just strategic decisions; rather, they are integral to our core approach. Internationalization ensures that our services align with the diverse needs of a global clientele, fostering adaptability and innovation.
As Mr. Latzer frequently highlights, global networking is the lifeblood of our success. It opens doors for collaboration, idea exchange, and staying abreast of industry dynamics. This interconnected approach enables us to provide customized solutions and tap into a rich global talent pool.
In which industries are you active and why you collaborate solely with companies with headquarters in democratic countries?
While LAG operates across various industries, our primary focus is on the Automotive, Mobility, and Industrial practice groups. We believe that collaborating with companies headquartered in democratic countries aligns seamlessly with our commitment to values such as transparency, accountability, and adherence to ethical business practices. Partnering with organizations in democratic countries not only fosters open communication but also ensures compliance with legal and regulatory frameworks, reflecting a shared commitment to corporate responsibility. Moreover, these democratic countries often take the lead in adopting cutting-edge technologies and environmentally sustainable practices. This strategic decision reinforces our dedication to ethical business standards, enabling us to work effectively with partners who prioritize both responsible business conduct and environmental stewardship.
Why do companies need a recruitment strategy and what role does the employer brand play?
In the ever-evolving business landscape, companies require a robust recruitment strategy for several reasons. Firstly, it ensures that the right people, with the right skills, are in the right positions to drive the company's success. A well-thought-out strategy aligns recruitment efforts with organizational goals, fostering long-term growth and adaptability.
The role of the employer brand is pivotal. In a world where perception shapes reality, a compelling employer brand not only attracts top talent but also nurtures employee pride, contributing to retention and enhancing the company's reputation.
"It's more than a logo or a tagline; it's the narrative that defines a company's identity, paving the way for enduring success."
Ilenia Pontoriero, Leiterin des CEO-Büros der Latzer Associates Group
Why should a company choose the Latzer Associates Group and what does excellent advisory service look like in your opinion?
Excellent advisory service embodies a fusion of expertise, innovation, and an unwavering commitment to our clients' objectives. It transcends mere competence to encompass a profound understanding of clients' needs, proactive problem-solving, and the delivery of tailored solutions. True excellence in advisory service requires a customer-oriented approach, actively engaging with clients to comprehend their unique challenges and providing valuable insights that contribute to their overall success.
So, why should a company choose LAG? Because we are dedicated to exceeding expectations through the consistent delivery of high-quality, personalized advisory services that cater to the diverse needs of our clients. We operate exclusively with carefully selected clients, a deliberate choice to avoid conflicts of interest and ensure a broad hunting ground for research. This strategic approach enables us to concentrate fully on our clients' needs and objectives, providing an unmatched level of personalized and dedicated service.
At LAG, you understand that the success of any executive search project depends on having a clear and well-structured process in place. Your process is designed to ensure the best possible candidates are delivered to your clients. Your 7-steps process allows you a structured and pragmatic approach to the market which ensures the possible final success of each assignment.
What are the 7-steps and does the digital transformation have an impact on your consulting services?
At LAG, we understand that the success of our executive search projects relies on the meticulous execution of our well-structured 7-step process. It all begins with a kickoff meeting, fostering a profound understanding of our clients' organizational culture. Following this, we meticulously craft a comprehensive proposal that transparently outlines project scope, timelines, and deliverables.
Integral to our process is the leverage of advanced digital tools, allowing us to conduct in-depth market research and industry analysis. This empowers us to identify trends and potential candidates with precision. The subsequent phase involves active sourcing strategies, ensuring a proactive approach to building a robust candidate pool.
Afterwards, our recruiters and consultants conduct extensive rounds of interviews, resulting in detailed and confidential reports on shortlisted candidates. These reports provide thorough assessments, skills analysis, and an evaluation of compatibility with our client's specific needs.
Moving forward, we facilitate in-depth client interviews, providing a structured framework for evaluation. Once the right candidate is identified, we actively assist in negotiations and offer discussions, extending our commitment to ensuring a smooth onboarding process.
The impact of digital transformation on our consulting services has been substantial, particularly during our relocation to Munich. This transformation has streamlined our executive search process, enhancing research capabilities and ensuring seamless communication.
It plays a pivotal role in maintaining the agility and effectiveness that are fundamental to our services.
LAG is also active in the areas of executive coaching and talent management. Why?
Exactly, at LAG, our commitment extends beyond executive search to encompass crucial facets like executive coaching and talent management. These areas are integral to our mission of delivering comprehensive solutions to our clients. Executive coaching plays a pivotal role in enhancing leadership skills and facilitating professional growth, ensuring seamless transitions into new roles. Simultaneously, talent management underscores our dedication to assisting clients in nurturing and retaining their top talent, thereby contributing significantly to sustained organizational success.
Your consulting environment is all about personal data. IT security also plays a role here. Why did you choose Ext-Com IT GmbH and how would you describe the cooperation so far?
We chose Ext-Com IT GmbH for a reason. Their robust IT security solutions align seamlessly with our unwavering commitment to safeguarding confidential information. The collaboration has been exceptional. Ext-Com's proactive approach and unwavering reliability have seamlessly integrated into our operations, ensuring a secure environment for our clients.
On a scale of 0 to 10?
Definitely a 10!
Are there other aspects you would like to cover with Ext-Com in the future?
Absolutely, there are several aspects we plan to explore further with Ext-Com in the future. Since our relocation to Munich, we initiated a significant push towards digitalization, and our current focus is on refining and streamlining processes. Given our growth trajectory, enhancing IT security and data protection remains a top priority.
Would you recommend Ext-Com IT GmbH and why?
Certainly, I wholeheartedly recommend Ext-Com IT GmbH. What sets them apart is not only their reliable technical support but also their proactive advisory role in guiding clients toward choices that align with their best interests. Ext-Com has become a vital partner for us, and we can't imagine running our operations without their invaluable support.
Mrs. Ilenia thank you for the interview.
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