EXECUTIVE SEARCH
Executive search for key leadership roles
When you are hiring a director, a senior manager or someone for a strategically important role, the choice starts with understanding the business. Together with your team we define the profile, map the market and approach relevant candidates directly. You receive a shortlist and an explanation of how each candidate's experience and motivation fit the role, with the process coordinated through to the decision and accepted offer.
When a special approach is needed
Executive search is intended for roles where business context, carefully defined criteria and a focused search for leadership experience matter.
You are choosing a leader who will run an important part of the business.
You need to understand what teams the candidate has led, which results they were responsible for and in what business circumstances they worked.
You are appointing a first director or local leadership.
You define the role according to the company's plans, the structure of the future team and the expected level of autonomy.
You are looking for experience that few people have.
Relevant candidates are often not actively looking for a new job, so a targeted approach and a conversation about reasons for change are needed.
You are planning a confidential leadership change.
The search and communication need to be aligned with the moment when you can share information about the role and the company.
Direct search and confidentiality can be part of standard recruitment. We choose Executive search according to the level of responsibility, the complexity of the role and the scope of assessment required, not just because there is no public ad.
From business need to decision
Step 1: We align the role and criteria.
With key stakeholders we go through the business context, expectations, responsibilities, team and conditions. We agree what you will compare candidates against.
Step 2: We map the market and approach candidates.
We identify relevant industries, comparable companies and roles from which experience can transfer. We contact selected people directly, in line with the agreed way of presenting the opportunity.
Step 3: We assess and present a shortlist.
We discuss experience, motivation, expectations and availability. Alongside the profiles we present structured assessment summaries against the agreed criteria and topics for final interviews.
Step 4: We coordinate interviews and the offer.
We connect the participants, gather feedback and support agreement on terms and acceptance of the offer. Your team makes the final hiring decision.
Agreement on information and cooperation
Confidentiality and participants
Before we start, we determine who takes part in the process, when the company's identity is disclosed and what information we share with candidates.
Reporting
We agree the content and frequency of reporting, so your team knows what has been done and where a decision is needed.
Agreed scope and terms
The scope of the search, the fee, payment schedule, terms for presenting candidates and any guarantees are defined in the proposal and contract.
Questions before the search begins
Do we need a finished job description?
No. For a first conversation it is enough to describe the business need and your expectations of the person you are looking for. Before the search we refine the profile and criteria together.
How long does Executive search take?
We give an estimate once we understand the role. Duration depends on the availability of relevant candidates, the conditions, the number of stakeholders and decision speed. Timelines are agreed for the specific project.
Can our HR team stay involved?
Yes. We agree who leads communication, who assesses candidates and who makes decisions. Your HR team can be the main point of contact and take part in every agreed stage.
Let's talk about the role you want to fill
Describe the responsibilities of the role and the reason for hiring. We will suggest the scope of the search and next steps, and agree what information we can share.