Executive Search

We offer advisory in the area of managerial recruitments. In the market screening we use direct search methodology, while in the second stage we perform the selection process with a help of a thorough competence based interview.


The key stages of the process presenting our approach to executive search are as follows:
  • Recognition of Client’s needs: strategy of the company, organizational culture, the goals assigned to the future employee and the details of required competences and most suitable personality traits.
  • Developing search strategy: basing on our market knowledge deepened by a “fresh” market research we prepare the search plan taking into account all the aspects mentioned above. The project strategy is always adjusted to the specific recruitment process and is presented and consulted with the Client.
  • Contacting potential candidates as the next crucial step of the process. The first contact with initial offer presentation is aimed at gaining interest of the most suitable candidates.
  • A thorough selection based on in-depth competence based interview covering two areas: career track record with a major focus on measurable outcomes and personality profile evaluation.
  • Presentation of selected candidates: evaluation of the chosen candidates with the Client who additionally receives a written profile/recommendation on each candidate covering career track record and our evaluation according to the requirements of the position in question.
  • Support in final negotiations and closing of the project.

Management Audit

Our experience covers also performing managerial audits which can support the recruitment process but can also be an exclusive service of assessment of the managerial potential of Client’s employees.


Stages of the process:
  • Recognition of Client’s needs: organizational goals and requirements on selected positions.
  • Preparing competence based interview which would enable the analysis of matching the employee’s profile to the requirements of the position and would show his/her strong and weak points.
  • Performing job competency tests which would help with diagnosing the areas of strong competences and areas for further development.
  • In-depth analysis of interviews and tests results – comparing results, drawing conclusions and preparing diagnosis of the profiles of audit’s participants.
  • Presenting results to Client – discussion and advisory in the area of matching the profiles to the job requirements, as well as showing opportunities of employees’ further development.
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