Executive Search
We support your company's growth and long-term success by identifying the right leaders
Complete Discretion
The term reflects the highest level of search process, carried out with the greatest degree of expertise. It is a position of trust on the part of the partner company, as finding a professional who can be perfectly integrated into the leadership of an organisation is an indispensable condition for the company's operation. Selecting the right professional (leader) requires the closest possible collaboration between the headhunter and the partner company. Trust and honesty are fundamental prerequisites. The headhunter needs access to all "internal" information that will keep the selection process on the right track — so that the end result is not only a partner who is satisfied with the new professional, but one who can immediately integrate them into the organisation like a puzzle piece fitting into the picture.
Dedicated Consultant
For these assignments, we appoint our most highly trained specialists — professionals who have themselves held leadership positions, understand the requirements and expectations involved, and are capable of effective communication with all parties throughout the process. Over the years, we have successfully identified senior executives for numerous international companies, with whom our client partners remain fully satisfied to this day.
The Executive Search Process
Learn about the steps in our executive selection process.
1. Needs Assessment and Position Analysis
We thoroughly discuss the current company situation, challenges, tasks, and future plans with our Partner, in order to identify and approach the right senior professionals on their behalf.
Where necessary, we also compile the expected behavioural profile for the role, with the help of the AccessPI software.
2. Developing a Search Strategy
Following the needs assessment, we establish a priority order and outreach strategy, taking into account urgency and preferences.
We naturally also consider the preferred method of contact for the Candidates we engage with (email, phone, SMS).
Interviews — depending on distance and time factors — can be conducted either in person or online.
3. Candidate Identification and Evaluation
Treating Candidates as Partners, we discuss the company's history, strategy, and responsibilities. In line with the Client's requirements, we prepare reports and personality and behavioural profiles of potential Candidates.
Cognitive assessments are a less frequent requirement, but we are also able to prepare such reports for potential candidates when needed.
The goal is to get to know the Candidates and provide useful information to the Client, while ensuring that the interests of the Candidates are not compromised.
4. Decision-Making and Follow-Up
The decision is always made by our Partner (Client) — our role is to support their decision-making process.
Our goal is to create a win-win situation: to enable the right senior professional to meet with the Client, where both parties can potentially be a good fit for each other.
The decision of whether they wish to collaborate long-term, however, rests entirely with them. We simply provide the opportunity for this to happen.
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