Who sets new employees, always taking a risk. Wrong decisions can be expensive, difficult to correct and sometimes loaded with negative consequences. Pure analytical considerations of the candidates can not protect you in this case. Only experience can minimize this risk. Our headhunters have more than ten years of experience in the areas of personnel and corporate management. They maintain extensive networks and intensive contacts with top executives of the different industries and are recognized experts in discrete recruiting of executives with annual salaries of min. 150.000 Euros.
What is Executive Search?Executive Search is the fine art of recruiting executives. This is a specific and discrete way to recruit resources from competitive or industry-related companies of the contracting company, but at top management level. This recruiting method is specifically aimed at the top management of companies. In addition to the search method, the intensive analysis of the requirement profile and a pronounced degree of sensitivity for such supported projects here include especially good contacts at the same level and intensively cultivated networks as success factors. Such search orders must be carried out as discreet and hidden, that they come at any time to the public. Our headhunters will advise you in advance.
Search processOur search process follows established rules and is divided into six process steps (6-point plan):
- Definition and coordination of competence and requirement profile
- Systematic competitive analysis and preparation of the list of target companies
- Identification and approach of candidates
- Delivery of our candidate assessment in the form of a confidential report
- The personal presentation of the candidates
- Completion of the mandate and follow-up
Why People & Projects?Discretion, open communication, active listening, partnership care, individual and high quality advice, transparent order processing, flexible solution inventions and designs are some of the key points, our clients value to us.
Another unique feature of the headhunters of People & Projects is that the response of the candidate is exclusively carried out by the headhunter who created the competence analysis and the requirement profile. Only in this way can be convincingly demonstrated the potential candidates the vacant position, and the corporate culture of our clients. Moreover, this approach increases the chances candidates to arouse interest in a new challenge even when not willing to change. Crucial to the success or failure of a mandate is the way candidates are addressed.
Normally, the period until the presentation of the first candidate is approximately 4-6 weeks.