Services

Everything we do centres on the right appointment.

The search and selection of qualified candidates – discreet, methodical, reliable.

We are of particular help when …

a key position must be filled under pressure of time, quality and cost.
suitable candidates are difficult to find in the market.
an appointment is to be made without public attention.
speed secures an advantage over competitors.
a long-term, durable relationship is to be established.
new business areas are to be opened up or specific know-how is to be gained.
positions across several management levels or internationally are to be filled from a single source.

Approach

Three paths to the right appointment.

Executive Search (Direct Search)

The targeted, discreet approach to the few who truly fit – even when they are not looking.

In direct search we identify and approach suitable individuals deliberately and in person – including those who are not actively looking. The market is covered systematically and confidentially; your name remains protected. This path suits highly sensitive or rare positions where discretion and precision come first.

Advertised Search

Visibility where it helps – while preserving the client's anonymity.

In advertised search, the appointment runs entirely through a deliberately designed and placed advertisement – while the client's anonymity is preserved. Interested candidates come forward; we review and assess the incoming applications against the requirement profile and keep you informed of progress. This path suits situations where a visible market signal and reach are wanted.

Combined Search

The reach of an advertisement and the precision of the direct approach, combined.

The combined search unites both paths: the reach of an advertisement with the precision of a discreet direct approach. We reach both active candidates and passive, preferred candidates at the same time – ideal for demanding appointments that require both breadth and accuracy.

How we proceed

Situation and position analysis

At the outset we clarify the starting point together: what defines the position, which objectives are tied to it, and how it sits within your organisation. This creates a shared, precise understanding of the task.

Briefing and requirement profile

From this understanding we shape a clear requirement profile – professional and personal. It is the benchmark against which we later measure every candidate.

Discreet approach to the market

We work through the relevant search fields systematically and confidentially – without your name reaching the market. Here, discretion is not an add-on but a method.

Direct approach and shortlisting

We approach suitable individuals deliberately and in person. In initial conversations we examine suitability and interest before we propose anyone to you.

Interviews and assessment of candidates

In thorough conversations we assess professional suitability and personal fit – always against the background of your specific situation.

Presentation of the selected candidates

We present a carefully selected circle, with meaningful documentation, and support you in the decision – without pressure.

Reference checks by arrangement

On request, and only with the consent of those involved, we obtain references. Here too: nothing happens without explicit consent.

Support through to onboarding

Our work does not end with the signature. We support both sides through to onboarding – because an appointment only succeeds when it lasts.

Experience

What matters in sensitive appointments

Publicity is best avoided

A new or replacement appointment at the wrong moment can cause unrest within your organisation. We work so that your decision does not become visible on the market prematurely.

Selection is more than expertise

Whether someone truly fits is often decided by personal qualities – assessed against the culture and specifics of your organisation.

The best are not actively looking

Winning preferred candidates calls for independence, experience and a trusted, personal approach.

The final step is the most sensitive

Securing the preferred candidate under contract requires tact and careful facilitation – so that interest becomes a durable decision.

Talk to us. Confidentially.

An initial conversation is non-binding – and, of course, discreet.