Executive Search

An effective management team is a key factor of success for any company. We seek and find people who want to – and can – manage. With our marked process and consultancy expertise, we take on responsibility for the entire recruitment process, right up to hiring.

To optimally take account of the demands on the professional, intellectual and social expertise of managers and the cultural fit, we have structured the search process in clear, sequential phases.

Problem definition and specification

An intensive briefing interview with our client is the basis for familiarising ourselves with the company’s environment, the organisational structure, the objectives, the agenda and the management team to the extent needed to fill the position. On the basis of this interview, a company and position profile, the specification, is developed, which summarises our understanding of the situation and task.

Systematic market and data research

The actual search process is characterised by a systematic approach, where, on the basis of the specification, we analyse the industry segments and target companies where the personalities can be found that we believe could be suitable for the vacant position.

Approaching candidates and personal interviews

Suitable candidates for the position are identified, approached individually and confidencially in order to elicit their willingness to move to a new job and to assess the required qualifications. It is of great importance to ensure that the reputation and market position of our client is represented appropriately by our conduct.

Confidential report
and presentation

Our goal is to propose three to four candidates for interview to our client from the group of applicants. Before the interview, we compile a comprehensive, confidential report on each candidate and accompany the presentation of the selected candidates.

Checking references

With reference checking and aptitude diagnostic tests, we offer useful, additional elements in evaluating the short-listed candidates.

Support in contract negotiations

Towards the end of the interviews and after the approval and selction of a candidate to whom a contract offer is to be made, we are happy to act as an intermediary for both parties by prior arrangement.

Supporting integration

We stay in contact with the new employee and our client for up to a year after the contract is concluded or signed in order to identify and help solve any problems that may arise during the trial period. Our client will receive relevant feedback from us on how the candidate’s own view of how he or she is settling in in his or her new environment and the extent to which the position is meeting his or her expectations.