EXECUTIVE SEARCH.

Based on our dedication to “Peak Performance in Executive Search” we focus on mandates where we can generate an actual added value for clients and candidates. We achieve the successful recruitment for vacant executive positions by combining traditional executive search methods with intelligent AI algorithms. This strategy enables us to ensure an efficient analysis of facts and a sensible selection of suitable candidates. For example, we can identify and forecast certain career patterns. When is a manager in principle prepared and able to make the next step in his / her career? Which managers will be successful in the future in the client’s corporate culture and structure?

EXECUTIVE SEARCH.

Based on our dedication to “Peak Performance in Executive Search” we focus on mandates where we can generate an actual added value for clients and candidates. We achieve the successful recruitment for vacant executive positions by combining traditional executive search methods with intelligent AI algorithms. This strategy enables us to ensure an efficient analysis of facts and a sensible selection of suitable candidates. For example, we can identify and forecast certain career patterns. When is a manager in principle prepared and able to make the next step in his / her career? Which managers will be successful in the future in the client’s corporate culture and structure?

PROCESS.

… with relevant stakeholders:

  • Analysis of tasks and requirements, strategy, structure and culture and corporate environment
  • Agreement on presentation dates 5 – 6 weeks after start of search
  • Creating and coordinating target company list and the position profile

… potential candidates in the defined target companies as well as activation of candidate and source network

… with interested and suitable candidates

  • On-line assessments of understanding of leadership, acculturation and personality (BIP, SHL OPQ, Saville Wave, Hogan, Thomas International)
  • Regular status calls and reports

… with pre-selected candidates

  • Executive Assessment Report on best candidates

… on the agreed presentation dates

… and pattern recognition in consultation with candidates and clients

  • Sensitive moderation of contractual negotiations

… of new executives

PROZESS.

… with relevant stakeholders:

  • Analysis of tasks and requirements, strategy, structure and culture and corporate environment
  • Agreement on presentation dates 5 – 6 weeks after start of search
  • Creating and coordinating target company list and the position profil

… potential candidates in the defined target companies as well as activation of candidate and source network

… with interested and suitable candidates

  • On-line assessments of understanding of leadership, acculturation and personality (BIP, SHL OPQ, Saville Wave, Hogan, Thomas International)
  • Regular status calls and reports

… with pre-selected candidates

  • Executive Assessment Report on best candidates

… on the agreed presentation dates

… and pattern recognition in consultation with candidates and clients

  • Sensitive moderation of contractual negotiations

… of new executives

EXECUTIVE ASSESSEMENT.

At the end of an executive search process we can reach the best possible decision both for the company and for the candidate by carrying out an executive assessment. As a result we provide not only a differentiated evaluation but also a comparison of the various opportunities and risks for clients and candidates as well as specific information concerning successful on-boarding and personnel development. The risk of wrong selection and staffing decisions and the costs incurred by clients and candidates can be reduced significantly. This applies in particular to strategically important management and executive positions.

EXECUTIVE ASSESSEMENT.

At the end of an executive search process we can reach the best possible decision both for the company and for the candidate by carrying out an executive assessment. As a result we provide not only a differentiated evaluation but also a comparison of the various opportunities and risks for clients and candidates as well as specific information concerning successful on-boarding and personnel development. The risk of wrong selection and staffing decisions and the costs incurred by clients and candidates can be reduced significantly. This applies in particular to strategically important management and executive positions.