Executive Search
We identify and discreetly approach top managers and specialists for key positions — C-level, board and senior leadership. The result: a candidate who not only meets the requirements, but also fits the culture of your organisation.
Precise, discreet, personal
Thanks to our thorough knowledge of the labour market, we are able to find ideal candidates for management positions across industry and services sectors, based precisely on the client's requirements. Throughout the entire strategic search and selection, we work closely with the client and keep them regularly informed about the progress of the project.
Every search includes:
- Targeted market mapping
- Discreet approach of candidates
- Thorough assessment of competence and motivation
- Support during negotiation and onboarding
We ensure the successful placement of the candidate — and we guarantee a free replacement if the candidate leaves the position within the first twelve months.
Five phases of an executive search
Every project begins with a thorough understanding of the client, their environment and their expectations. Together with the client we define the profile of the position, the key competencies and required experience, the selection criteria, timing and parameters of the process, and the company culture and strategic context of the role.
On this basis we prepare a detailed description of the position and the company, a profile of the ideal candidate and a targeted search strategy — target companies and relevant profiles.
Deliverables
Position Profile document · Target Company List · Timeline & Reporting plan. The outcome is a clearly defined search strategy and an agreed process including regular reporting.
Based on the defined strategy, we systematically identify and approach relevant candidates — through direct search, never advertising.
- Building a long list of candidates from target companies
- Direct, discreet approach in selected target companies
- Use of our own database, network and industry knowledge
- Applying experience from comparable projects
The search process is systematic and thorough, focused on quality and relevance, and efficient in terms of time. The client is continuously informed about the progress and development of the project.
Selected candidates go through a multi-level assessment: an initial screening of CVs and telephone interviews, personal interviews with detailed evaluation, presentation of the role and verification of each candidate's motivation. Structured interviews can be complemented by Hogan Assessment.
The result is a short list of carefully selected candidates, a thorough evaluation of their competencies and potential, and accurate, high-quality information passed on to candidates. Every step is accompanied by regular reporting to the client.
Deliverables
Short list of the 3–4 best candidates with a detailed profile · Candidate report covering experience, motivation, risks and recommendations.
We present the client with a limited number of carefully selected candidates — typically 3–4 of the most suitable profiles, each with a detailed report. We prepare both the candidates and the client for the personal meetings and support and facilitate the selection process, including negotiation of the offer and conclusion of the contract.
- Detailed report on every presented candidate
- Presentation of the short list in a personal meeting
- Reference checks on request
- Professional communication with unsuccessful candidates — protecting the client's reputation
We ensure comparability of candidates and transparent conditions for the final decision.
The process does not end with the selection of a candidate. We support the finalisation of the offer and contract, we inform unsuccessful candidates, and we stay in regular contact with both the client and the candidate after the start date.
- Follow-up checkpoints after 3, 6 and 12 months
- Monitoring the candidate's adaptation during the first year
- Free replacement of the candidate if they leave within 12 months
- Long-term relationship management
Our goal is not just a filled position, but the long-term satisfaction of both sides.
The most expensive hiring mistake happens before you post the first ad.
Let's clarify your brief before you start searching. No commitment, no pitch.