Executive Search

In leadership positions in particular, professional qualification alone falls short. By consistently integrating established testing procedures into our search processes, we make visible the personal fit a role demands in its specific situation.

These procedures capture cognitive abilities, personality dimensions and vocational interest structure. This places the decision on an objective basis that goes beyond gut feeling.

Diagnostic tools: SHL, TraitWise (RIASEC)

We do not start with theoretical long lists. Across all our appointments, it is our declared aim to present only candidates who meet the parameters and requirements of the role and have expressed explicit interest in the position.

To this end, candidates undergo a thorough assessment before being presented to the client, in which we examine professional qualification, motivation and fit with the requirement profile.

Where the role calls for it, we additionally validate professional qualification through the review of references and employer testimonials.

We never limit ourselves to our own database. The focus is on the best talent the market actually offers for the role in question.

We reach them through an individual direct approach tailored to the role and the person, not through standardised mass outreach.

This approach is discreet and confidential, allowing us to reach highly relevant candidates who are securely employed and not actively looking.

Every mandate starts with a systematic mapping of the candidate landscape, based on in-depth market and competitor analysis.

From this we derive targeted search fields, ranging from direct competitors to the transfer from structurally comparable business models in which the required competencies are formed. The result is a clearly documented set of hunting grounds that steers the entire process. The deliberately broad definition of these search fields also increases the diversity of the profiles considered, beyond the obvious CVs.

Appointments are often decided in the first days of a mandate. The decision-makers involved frequently understand the role quite differently, without this surfacing at the outset.

Our project onboarding makes the must-haves of all parties transparent and brings them together into a jointly supported role profile. This sets the search on a clearly aligned course from the very start.

Should the candidate landscape later call for an adjustment, for example to compensation, we raise it early and openly, rather than letting the process run into a dead end.