The search for high performers is high-precision work. This is why we make sure, strategy and diligence go hand in hand.
The greatest challenge for supervisory boards, executive boards and managers of large corporations, for family-run companies, large foundations and private equity companies focuses exclusively on the following question: Which woman or man is the “right” one for the specific responsibilities of a top executive?
Those who have to make decisions on the “right” person at top management level know how difficult this can be. And nobody can help any supervisory board or company owner with this most noble and important, but also most difficult task.
That is why there are experienced professionals, who can help them to reach this decision – experts who keep a low profile, but who are clever and exceptionally competent in their field. There are not many of them, but the good ones are definitely worth their weight in gold. And they can hold their own in a boardroom.
First, we create a short profile of the company and its market position. We then describe the position in detail to define the key performance requirements. A list of “must-haves” and “nice-to-haves” gives the client a clear picture of the executive they are looking for.
After deciding on the suitable search strategy, we draw up a list of target firms based on individual criteria. A non-disclosure clause can also be added in consultation with the client. Based on previously defined characteristics, we then identify potentially suitable candidates.
In direct telephone contact with the candidates, we assess their suitability and willingness to change employer. The information on the individual candidates is compiled in a profile report and presented to the client.
Our consultants hold one-on-one interviews with candidates based on their profile and with a focus on their professional, intellectual and social competence. The client is given a confidential report with key details on the candidates’ reasons for changing employer, conditions and personality. After that, a decision is made on individual candidates based on a presentation.
The jointly selected candidates are presented to the client in personal interviews facilitated by our consultants. Afterwards, a summary of the results is drawn up and the next steps are discussed.
Disclosed and undisclosed references are obtained on request and documented in writing.
Clients are continuously updated on the current status and given written reports on the progress of the project. The aim of reporting is to provide a clear comparison of the candidates and to what extent they fulfil the key performance requirements.
We naturally offer both the client and candidates reliable support after the search process is completed to ensure a smooth transition and successful integration in the long term.
