Strategy

In order to be able to communicate "at eye level" with the candidates, we only use former managers from our focus industries IT, consulting and financial services as consultants in executive search, who have successfully led teams in these industries.

Sourcing

In Executive Search, we almost exclusively use the networks of our partners. The partners we use in executive search have more than 15 years of management experience in our target industries and have many contacts from this time, including through their former employees. We use these contacts to identify candidates and obtain recommendations.

Approach

In Executive Search, we almost exclusively use the networks of our partners. The partners we use in executive search have more than 15 years of management experience in our target industries and have many contacts from this time, including through their former employees. We use these contacts to identify candidates and obtain recommendations.

For this reason, we do not ask for references and keep the number of employees involved as small as possible. In the preliminary stage, we define the requirement profile for the candidates in as much detail as possible with a prioritized list of requirements. In the second step, we compile a list of target companies, possibly also a block list. In this way, we reduce the number of candidates to be approached to a minimum.

Our goal is to present at least 5 profiles of suitable candidates, from which our clients select three profiles with candidates who will enter the first round of interviews.

Strategy

In Expert Search, we only use former managers who have worked successfully as sales, IT and business professionals in our target industries of consulting, IT and financial services, or who have filled positions in this environment as personnel consultants. They speak the candidate's language and have the necessary persuasive power in an increasingly competitive sourcing market.

Sourcing

Our consultants are supported by our own highly specific candidate pool of about 30,000 sales, IT and business professionals. In addition, we naturally use eRecruiting in social networks and career portals, where we have recruiter accounts everywhere, enabling us to conduct a targeted search. Of course, the networks of our partners also play a major role.

Approach

In the first step, we define the requirements profile for the candidates in as much detail as possible with a prioritized list of requirements. In the second step, we compile a list of target companies, possibly also a blacklist. After the candidates have been identified by our researchers, they are approached by our consultants. Depending on the contact data we have and the communication channels we can use, the initial contact is made by e-mail, via social networks or by telephone.

We use the "One Face to the Candidate" principle to ensure continuous professional communication from the initial contact to the conclusion of the contract.

Our goal is to present at least 5 profiles of suitable candidates, from which our clients select three profiles with candidates who will enter the first round of interviews.