Executive Search

Executive Search means that through thorough market research, we identify, seek out and attract the most relevant candidates for your company and for the specific position. Our strong network combined with a systematic survey of industries and companies guarantees that we seek out the best available skills on the market right now.

In addition to securing the right skills, we place equal emphasis on cultural matching. Values, driving forces and leadership style should be in sync with both the task and your company culture. A prerequisite for success with Executive Search is close dialogue, transparency and mutual trust between all parties in the process.

Our process for executive search and assessment

Step 1: Needs Analysis and Requirements Profile

We begin each assignment with an in-depth dialogue with the client to understand the business’s needs, challenges and strategic goals.
Together we define the key competencies, experiences and personal qualities required for the candidate to be successful in the role.
The result is a detailed requirements profile that serves as a guide throughout the process.

Step 2: Sourcing candidates

We use a combination of modern tools and our extensive network to identify top candidates.
- Tools such as LinkedIn Recruiter, Boolean Search and industry-specific databases.
- Networks that we have globally.
We map both active and passive candidates to ensure we reach the most qualified profiles.

Step 3: Interview and initial selection

Candidates who match the requirements profile undergo a structured interview based on behavioral interviewing techniques, such as the STAR method, to assess their skills and experience.
We focus on concrete achievements, problem-solving skills and cultural fit.

Step 4: Assessment tools

We conduct assessment of candidates using tests & work-related cases.
- Examples of tools we use are OPQ (SHL) and Cute-e.
The aim is to provide an objective and scientific basis for assessing the candidate’s leadership potential, work style and cognitive ability.

Step 5: Reference taking

We contact relevant references, such as former managers, colleagues and employees, to verify the candidate’s work methodology, results and collaboration skills.
The reference taking process is structured and tailored to the specific role.

Step 6: Team Competence

Our team consists of experienced recruiters in testing and leadership development.
We combine our expertise in recruitment with practical experience from senior operational roles, which gives us a unique understanding of both strategic and operational needs.

Step 7: Follow-up and development

After the candidate is hired, we follow up on the process to ensure that onboarding goes smoothly and that the candidate succeeds in their new role.
We also offer support and advice for further development if desired.