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English Executive Search
Are you looking for a top candidate for a managerial position?
Executive Search is a widely used search method for filling high-level managerial positions. Often, the emphasis here is on ‘soft’ criteria such as natural leadership, charisma, empathy and strategic insight. In addition, education, experience and background play an important role.
Your vision and company culture as starting point
Is Executive Search a stand-alone process? We do not think so. Your vision as client on the existing and desired organization is leading for the search process. Based on a function profile we develop together with you, we will search for the right candidate. Our direct involvement and our company’s minimal overhead guarantee an effective and efficient fulfillment of each assignment.
How does Profile Management operate?
At the start of each Executive Search assignment we follow these steps:
Profile Management starts with the inventory of relevant information about your organization. We challenge you to ask yourself questions. Why has the vacancy arisen? Has the position changed? What kind of candidate are you looking for? The quality of this initial inventory is the basis for success. As part of this process, we will closely examine your industry, market position, organizational structure, company culture, products and services, etc.
Based on the inventory described above, we develop the job profile. This profile includes a detailed description of the organization and company culture, an explanation of the job responsibilities, the desired candidate profile, career prospects and an overview of the details of the employment contract. The job profile is the most important guide for our search activities.
To identify the ideal candidate, we will analyze the target group. We determine where we can find potential candidates and how we can best approach them. Factors taken into consideration include the industry, the required skills, management experience and personal characteristics.
We exercise utmost discretion in the execution of the search. We always approach candidates directly and protect the anonymity of both the client and the candidate. Information we receive is carefully verified. We inform you on our progress regularly.
Qualified candidates with interest in the position are invited for an interview. We discuss the job profile. We also ask questions about education, work history, the ambitions of the candidate and other relevant issues.
Prior to meeting the final candidates, the client receives a Personal History of these candidates. This includes personal information, positions held, career achievements, contractual information and a personality evaluation.
In consultation with you we plan appointments to meet the candidates. We are always present at these introductions. After completion of the assignment we stay in involved regarding the client’s organization and the performance of the placed candidate.
Top candidate guaranteed? Call 08 50 60 70 90
How does Profile Management operate?
At the start of each Executive Search assignment we follow these steps:
1. Inventory of your wishes
Profile Management starts with the inventory of relevant information about your organization. We challenge you to ask yourself questions. Why has the vacancy arisen? Has the position changed? What kind of candidate are you looking for? The quality of this initial inventory is the basis for success. As part of this process, we will closely examine your industry, market position, organizational structure, company culture, products and services, etc.
2. Creating the job profile
Based on the inventory described above, we develop the job profile. This profile includes a detailed description of the organization and company culture, an explanation of the job responsibilities, the desired candidate profile, career prospects and an overview of the details of the employment contract. The job profile is the most important guide for our search activities
3. Target group analysis
To identify the ideal candidate, we will analyze the target group. We determine where we can find potential candidates and how we can best approach them. Factors taken into consideration include the industry, the required skills, management experience and personal characteristics.
4. The search
We exercise utmost discretion in the execution of the search. We always approach candidates directly and protect the anonymity of both the client and the candidate. Information we receive is carefully verified. We inform you on our progress regularly.
5. The interview
Qualified candidates with interest in the position are invited for an interview. We discuss the job profile. We also ask questions about education, work history, the ambitions of the candidate and other relevant issues.
6. Personal history
Prior to meeting the final candidates, the client receives a Personal History of these candidates. This includes personal information, positions held, career achievements, contractual information and a personality evaluation.
7. Candidate presentation
In consultation with you we plan appointments to meet the candidates. We are always present at these introductions. After completion of the assignment we stay in involved regarding the client’s organization and the performance of the placed candidate.