Strategic headhunting for CEOs and C-level roles that make an impact

No. I have extensive experience in neighboring countries and have also completed searches in Serbia, the Czech Republic, Spain, Italy, and the Nordic region. In addition, I’ve worked successfully in Russia, Israel, and South Africa.

Yes. Confidentiality is central to my approach. I regularly conduct searches under NDA, for example when replacing executives or for sensitive leadership roles that cannot be disclosed publicly. You can be confident the search will be handled discreetly and professionally, without drawing unwanted attention in the market.

Communication will only take place with the necessary stakeholders, and always in consultation with you. This way, you can be confident that continuity within your organization is maintained while we work behind the scenes to ensure the right follow-up.

Active clients are always off-limits. In addition, I deliberately avoid working in the same sector simultaneously to ensure my independence. Since I frequently collaborate with private equity firms, their portfolio companies are automatically off-limits. Even when no active search is in progress, I maintain that integrity and do not actively approach their candidates.

Off-limits also applies to all candidates I’ve placed, as long as they remain with the same company. This way, you can be assured that I always work ethically and with integrity, respecting both client and candidate.

Fast feedback, access to the right decision-makers, and clarity about the offer and the decision-making process. I also expect openness to feedback and a willingness to refine the search. This way, we ensure that we not only maintain momentum but also find the ideal leader for your organization.

I’ll present the first candidate within three to four weeks. Based on your feedback, we’ll continue the search for additional candidates to ensure the right choice is made quickly and effectively.

You will typically meet two to three carefully selected candidates. Each one is thoroughly screened for experience, personality, and cultural fit, ensuring you spend time only on conversations that truly matter.

I’ll keep working until we’ve found the right leader. If, during the search, the profile turns out to be too ambitious or unrealistic, we’ll discuss this together and adjust it. This way, the search remains feasible and focused on a solution that truly helps your organization move forward.

That’s possible. During the search, we’ll adjust where necessary – for example, in skills, experience, or personality. Because your context is constantly changing, I ensure the search evolves accordingly. This way, the candidate we propose always remains relevant to your current needs.

Yes. I manage the entire offer process and often act as a neutral intermediary. Difficult questions or sensitive topics can be discussed confidentially, without the conversation stalling.

I help build a strong offering thanks to my experience as an HR manager and my expertise in buy-in processes and transitions from employee to freelancer. Especially in processes where tension or complexity arise, such as private equity or a sensitive leadership transition, I make a difference by ensuring both parties reach a mutual agreement smoothly.

Yes. I stay involved after someone has started. I schedule check-ins after about one, three, and six months. This can go on longer, depending on the situation. I stay in touch with both parties so I hear feedback from both sides and we can make timely adjustments where necessary.

I offer a six-month guarantee. If the match isn’t a good one or the candidate leaves, we’ll start over at no extra cost.

Because I’m not a supplier, but a strategic sparring partner. I think from the business perspective, keep you sharp, and ensure you choose the leader who truly makes an impact. My approach is results-oriented and fully tailored to your context.

Yes, you can also book them without a specific search. I’d be happy to discuss the challenges facing your leadership team, or we can conduct a discreet market survey. This will quickly give you insight into feasibility, profiles, and timelines. Sometimes a sounding board is enough, and at the same time, you’ll immediately get a feel for whether my approach aligns with your ambitions.