We’ve gathered the most common questions about NAGY’s solutions.
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At NAGY, we work strategically on talent acquisition, offering solutions in executive search, recruitment, and hiring journey support. We help companies make assertive and sustainable decisions by connecting people to business goals. Below are the main FAQs about this solution:
It’s a specialized service that supports organizations in attracting, assessing, and selecting professionals. At NAGY, this process involves active listening, a systemic view, and a human-centered approach that respects each moment and the culture of the business.
Executive search focuses on senior positions (like directors, CEOs, and other strategic leaders) and partners, requiring an active and confidential search. Traditional recruitment may cover a range of hierarchical levels (such as managers, coordinators, and specialists) and typically involves broader, more operational processes. Both formats are customized at NAGY.
We deeply analyze the job context, desired profile, and company culture. We conduct structured interviews, behavioral assessments, and (when needed) use tools like Hogan to deepen our understanding of candidates. Our curation is meticulous, and we stay closely connected with the client throughout the journey.
You save time, gain assertiveness in hiring, and access a qualified talent network. In our case, we also act as a strategic partner who understands that every hire is a cultural decision with long-term impact on sustainable results.
Our process starts with deep and active listening to understand the company’s context, culture, and specific needs. From there, we collaboratively define the ideal profile, considering both technical and behavioral competencies aligned with the company’s values.
Timing depends on the level of the role and complexity of the search, but we always aim to balance speed and quality. We provide realistic timelines at the beginning and keep the client informed every step of the way.
Beyond technical experience, we assess behavioral profiles, cultural fit, and growth potential. When needed, we use tools like the Hogan Assessment to offer a deeper and more strategic evaluation.
Our work doesn’t stop at hiring. We also support onboarding and cultural integration during the first months of the employee journey. When necessary, we offer post-hire check-ins and active listening to ensure a consistent and healthy adaptation. We can also use development tools like coaching and mentoring if needed.
Yes. After hiring, we offer structured onboarding support with strategic check-ins and ongoing feedback for both the employee and the organization. Our focus is to ensure successful integration and make adjustments when needed.
Additionally, we offer a hiring guarantee: if the selected candidate does not adapt within the agreed period, we restart the search at no extra cost. This commitment reflects our care in aligning expectations and building sustainable relationships between people and organizations.
We support talent acquisition both in Brazil and abroad. We have experience with international hiring and can lead processes according to the needs of each company. We also support companies without operations in Brazil, identifying Brazilian professionals for remote or international positions.
Yes. We design customized workshops and training for leaders, HR teams, and management, with a focus on interview qualification, profile definition, cultural alignment, and recruitment best practices. The content is always tailored to the company’s context and can be incorporated into broader organizational development projects.
At NAGY, we work with executive and group coaching, mentoring, assessments, and personalized programs, connecting competencies, culture, and purpose. Below, we answer key questions about how we support the development of leaders, successors, and specialists as they grow with the business.
We provide personalized solutions that strengthen skills, broaden awareness, and align professionals with the company’s culture and purpose. Our work begins with active listening to the organization’s context and objectives and unfolds into customized actions that combine coaching, mentoring, assessments, training, and structured development programs.
Executive coaching is a reflective process focused on individual development through active listening and questions, leading to self-awareness and changes in behavior and action. Mentoring brings the mentor’s experience and perspective, supporting decision-making and growth. In group coaching, the coach facilitates exchanges that enhance collective intelligence and help teams achieve a shared goal.
There’s no one-size-fits-all situation, it depends on the individual case. Common scenarios include transitions, promotions, or scope expansions, especially when professionals face strategic challenges, leadership development needs, or preparation for new roles. Executive coaching helps the professional broaden their vision, strengthen key competencies, and align with both organizational goals and their own.
It is recommended for professionals who share similar challenges and have the potential to learn together. Typically, it supports team strengthening, leadership development, succession preparation, or technical specialists. Group coaching promotes exchange, reflection, and co-creation, including individual moments when necessary.
Yes. We use tools such as the Hogan Assessment to map behavioral characteristics, motivations, and performance risks. It’s a powerful tool to support individual development, people management, succession planning, and team development.
It can (and should) be used for development as well. It provides strategic insights to guide coaching processes, build personalized development plans, support succession decisions, and deliver more accurate feedback.
Yes. We design fully customized programs aligned with the company’s culture, values, and desired competencies. We can work with development tracks, specific training sessions, workshops, and integrated journeys for different internal audiences.
Yes, we support the development of skills such as leadership, communication, conflict management, emotional intelligence, strategic vision, and increasingly, commercial competencies for technical specialists and managers who need to better connect with clients and the business.
It depends on the needs and goals. An executive coaching process, for example, typically lasts 3 to 6 months. Other development programs may range from single sessions to multi-step journeys, always tailored to the company’s priorities.
Yes. We support leaders, specialists, successors, and young professionals through personalized solutions. We assess the company’s context, team maturity, and strategic goals to define the best development path, whether continuous or project-based.
Yes, professionals can hire us directly. We assess feasibility based on the context and needs to suggest the most appropriate solution.
Culture defines what is valued, allowed, and encouraged by the organization. Our programs always consider this alignment.
At NAGY, we partner with organizations in their transformation processes, aligning culture, strategy, and structure. With proximity and customized solutions, we support companies in leading changes with clarity and lasting impact.
We work closely and personally, starting with in-depth diagnosis, active listening with leaders and employees, and co-creating tailored solutions. We address topics such as organizational culture, succession, structure, and strategic planning, always respecting the organization’s timing, context, and maturity.
Culture influences decisions, behaviors, and results on a daily basis. When well defined and aligned with strategy, it becomes a driving force for performance. If neglected, it can create noise, disengagement, and harm employer branding.
Yes. We map the current culture, analyze gaps in relation to the desired culture, and support the development of an action plan to promote consistent change, engaging leadership and actively listening to all levels.
A career path clarifies possible growth routes within the company. It strengthens engagement, reduces turnover, and enhances talent recognition by showing the organization is committed to developing its people.
We map roles, key competencies, expectations by level, and internal mobility strategies, always aligned with culture and strategic planning.
We assess the current organizational structure, roles, flows, and interdependencies between areas. Based on that, we propose adjustments or a full redesign to bring greater clarity, efficiency, and alignment with the company’s strategic goals.
When there is overlapping of functions, operational bottlenecks, disorganized growth, strategic shifts, or leadership transitions. Redesign helps the company operate more effectively, with clear roles and a structure that supports its objectives.
Yes. We facilitate strategic planning journeys with leaders and partners, helping define vision, goals, priorities, indicators, and action plans. The process is participative, realistic, and connected to the organization’s culture and current stage.
Through active listening, transparency, clear communication, and involvement from diagnosis to implementation. At NAGY, we co-build, and that’s what generates real engagement, belonging, and transformation.
Disregarding existing culture, forcing change without preparation, failing to involve leadership, expecting immediate results, or neglecting communication. At NAGY, we honor the timing of each process and balance strategy with cultural sensitivity to ensure sustainable change.
Because a consultancy brings an external perspective, experience in various contexts, and methods that reduce biases and shortcuts often missed by internal teams. It ensures the plan is strategic, viable, and culturally aligned with the organization’s goals.
Yes. Even though HR may have the intention, they don’t always have the time, resources, or autonomy to do it thoroughly. We act as a partner, complementing capabilities, providing tools, and facilitating complex conversations, without replacing HR, but rather enhancing its role.
Yes. Culture exists in every company, the key is raising awareness about it. We work directly with leaders, collaborators, and partners to map what is already present, what needs to evolve, and how to translate it into daily practices and decision-making.
At NAGY, we work to drive the evolution of organizations and leaders through strategic and personalized solutions. Below, we answer the most frequently asked questions about who we are, our brand, structure, and solutions, helping you understand how we can support your organization.
Our services are modular and adaptable. You can hire a one-time action (like coaching for a specific leader or a themed workshop) or broader, integrated programs. The choice is made together with the client, in a strategic way.
Nothing at NAGY is standard. Each proposal is tailor-made, based on the company’s needs, goals, and possibilities. We are also flexible regarding contracting models and timelines.
Yes. We work with companies from early-stage structuring to fully consolidated ones. What drives us is the desire to co-build, alongside the client, solutions that make sense and create real impact. We have strong presence in sectors that require specialized knowledge, such as legal, technology, finance, energy, and non-profit institutions. We understand the specific challenges of each area and design personalized, effective solutions for every context.
We operate both in Brazil and abroad. We have experience with international HR projects and can lead them remotely or in hybrid formats, according to the company’s needs. Listening and cultural adaptation are key parts of how we work.
No. We work with leadership teams, business areas, boards, committees, and yes, also with HR professionals. Our focus is on people and culture, which means supporting the organization as a whole.
We work side by side with HR or leadership, taking on what’s necessary for the strategy: diagnostics, solution design, meeting facilitation, culture development, or communication flow improvements. Our role is to be a strategic partner, even with small teams.
Each journey begins with a deep dive into the organization’s context. We use interviews, data analysis, and active listening to understand the moment, challenges, and opportunities. From there, we co-build the best approach for that scenario.
Our boutique model allows us to deliver truly personalized service, supported by the deep expertise of our partners. We stay close to the client, with active listening, and guide each phase with care. We never rush toward a predefined result, we co-create outcomes that make sense and generate long-term value. We also count on a network of trusted experts who are brought in based on each project’s needs, working in a modular and flexible way.
The senior experience of our partners enables a strategic, deep, and attentive approach. They are directly involved in the projects, which ensures quality, customization, and impact in the delivery.
NAGY was founded and is led by two highly experienced professionals with a solid background in talent acquisition, strategic consulting, and people development. In addition, we operate in a modular way, relying on a network of specialized partners hired according to the needs of each project.
Yes. Our approach is analytical and pragmatic. We track both qualitative and quantitative results of projects and processes, in partnership with the client. This strengthens decision-making and adds value to the initiatives implemented.
Although based in São Paulo, NAGY provides strategic solutions for organizations across different regions, supporting clients in other states and even internationally. We work remotely, in person, or in hybrid formats, tailoring our solutions to the specific needs of each client, regardless of location.
You can reach us through our website, where you’ll find specific forms for questions and requests, or directly via email, WhatsApp, or phone.
We’re ready to discuss how we can support your business.
At NAGY, we offer strategic HR solutions tailored to the specific needs of each organization. Below, we answer the most common questions about people management and organizational culture, helping your company build a more aligned and efficient work environment.
The main challenges in developing professionals include lack of time for training, absence of a continuous learning culture, resistance to change, misalignment between company and employee expectations, and the difficulty of applying learning in a practical way. In addition, many companies face internal training challenges such as a lack of specialized resources, scarcity of specific knowledge, and limited time to implement effective professional development solutions that meet employees’ needs. Overcoming these challenges requires intention, consistency, and qualified support, and that’s exactly where NAGY walks alongside your company.
An efficient recruitment process goes beyond resume screening. It’s essential to clearly define the job profile, establish objective evaluation criteria, and conduct interviews that explore both technical and behavioral competencies. It’s also important to ensure a positive experience for all candidates, including those not selected. To ensure process effectiveness, many companies rely on specialized consultancies that help structure more assertive selection processes and train HR teams, providing a strategic and aligned approach with the organization’s objectives.
The alignment between technical, behavioral, and cultural fit is essential. In addition to resume and interview analysis, assessment tools (such as Hogan) and active listening during the process increase the assertiveness of hiring decisions.
Besides education and years of experience, it’s worth observing the candidate’s career path, the consistency of professional moves, and achievements. Frequent gaps or changes can be better understood in the interview, and should not be used as filters on their own.
Asking good questions in an interview is essential to evaluate alignment between the candidate, the role, and the company culture. Behavioral questions like “Tell me about a recent challenge and how you handled it” help anticipate future behaviors based on real experiences. It’s also important to explore motivations, learnings, career expectations, and personal values. HR consultancies can support teams by providing training, best practices, and more strategic interview frameworks, increasing hiring assertiveness.
Effective feedback sparks reflection and action. It should be clear, specific, constructive, and future-oriented. We work on developing this skill with leaders and managers, connecting feedback with culture and development.
Engagement comes from connection with purpose, recognition, listening, and trusting relationships. Benefits help, but are not enough. An environment that values people, encourages autonomy, and creates space for growth fosters long-term engagement.
Participating in communities, reading specialized publications, identifying trends, and seeking continuous learning are essential paths. At NAGY, we also support HR professionals with development and training programs, knowledge exchange, and strategies to turn trends into practical actions.
Employer Branding is the practice of building and promoting a positive image of the company as an employer, highlighting its values, culture, and work environment. This strategy aims to attract and retain top talent by creating a strong identity in the job market, which directly influences candidate attraction and employee retention.
At NAGY, we strengthen your organization’s Employer Branding through an in-depth diagnosis of your culture and values. We design a customized strategy to improve both internal and external perception of the company, aligning your value proposition with talent expectations. We implement practices that position your company as an excellent place to work, attracting and retaining top professionals.
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