End-to-End Search
Leadership Decisions That Shape Organizations
For strategically important appointments where leadership capability, decision rights and organizational fit are critical.
Why It Matters
Define the Appointment Before Starting the Search
Executive Search is designed for leadership appointments where the mandate, business context and organizational conditions are as important as the candidate profile. We align the relevant stakeholders, define what the executive is expected to achieve, map and approach the market, and assess candidates against a jointly developed Executive Role and Appointment Charter.
Our Approach
Executive Search Expands the Depth of Our Methodology Through
1. Business and Organizational Discovery
Executive appointments often involve several stakeholders rather than a single hiring manager. We therefore gather input from shareholders, board members, management and, where relevant, the Works Council or other employee representatives.
2. Business Case and Success Conditions
We define what the executive is expected to achieve and identify the dependencies, decision-making authority, resources, reporting lines and organizational support required for success.
3. Executive Role and Appointment Charter
We consolidate the mandate, objectives, success measures, responsibilities, required experience, leadership capabilities and organizational context into a clear Executive Role and Appointment Charter.
4. Executive Market Mapping and Search Strategy
We map relevant markets, organizations, adjacent sectors and potential candidate populations and develop the corresponding search strategy.
5. Personal and Direct Approach
We discreetly engage prospective leaders, including candidates who are not actively considering a move.
6. Comprehensive Executive Assessment
Candidates are assessed against the Executive Role and Appointment Charter through structured interviews and evidence from their track record, achievements, leadership behaviour, judgment, motivation and expectations. Remaining open questions are explored in detail.
7. Comprehensive Candidate Dossiers
We present only the strongest candidates. Each finalist receives a detailed dossier, which may extend to approximately ten pages and covers career evidence, achievements, leadership characteristics, motivation, risks, strengths, concerns, open points and fit against the agreed requirements.
8. Finalist Comparison and Decision Support
We provide a structured comparison of the finalists, support client interviews and help stakeholders calibrate evidence and perspectives before the appointment decision.
9. References, Background Checks and Appointment Support
With the candidate’s consent, we conduct the agreed references and background checks and support the appointment and negotiation process.
10. Offer, Pre-Start Alignment and Integration
We help align the mandate, authority, reporting lines, objectives, compensation and expectations before the start date and support agreed integration check-ins after the appointment.
Is This the Right Fit?
Best Suited for
Organizations That
Are hiring leaders with significant organizational responsibility.
Need to reduce the risk associated with executive hiring decisions.
Require alignment across multiple stakeholders.
Want deeper leadership assessment and executive evaluation.
Value strategic advisory throughout the hiring process.
Next Step
Discuss Your Hiring or Advisory Needs
Discuss your planned appointment confidentially and without obligation.