Advertised Search
In selected mandates, we complement direct search with targeted, advertisement-based recruitment – primarily digital, and where appropriate, also in print media.
This approach is particularly effective when additional market visibility is required or when a broader pool of candidates should be activated alongside discreet direct search.
This approach is particularly effective when additional market visibility is required or when a broader pool of candidates should be activated alongside discreet direct search.
Strategic Channel Integration
The decision to use advertising is always mandate-specific. In many cases, we combine advertisement-based search with systematic direct search to reach both:
- actively searching candidates
- and high-calibre leaders who are open to change but not actively in the market
Our focus includes:
- selecting the most relevant media and platforms
- positioning the role in a targeted and compelling way
- ensuring precise communication at leadership level
Confidential or Open Approach
Depending on our clients’ preferences, positions can be published either anonymously or under the company’s name.
In both cases, we manage the entire communication process and act as the central point of contact for all candidates.
In both cases, we manage the entire communication process and act as the central point of contact for all candidates.
End-to-End Execution
We take full responsibility for the entire process:
- concept development and formulation of the job advertisement
- selection of appropriate media channels
- management of publication and campaign execution
- pre-selection and evaluation of incoming applications
- transparent feedback on market response
Our structured evaluation standards and clear decision-making processes apply equally to advertised search mandates.
Compensation & Benefits Advisory
Competitive and strategically aligned compensation is a key success factor – not only at board or executive level, but across all critical leadership positions.
We advise companies on designing performance-driven and competitive compensation models within the food, FMCG and retail sectors.
We advise companies on designing performance-driven and competitive compensation models within the food, FMCG and retail sectors.
Market Transparency Through Executive Search
Through our daily work in executive search, we have direct insight into current compensation structures at management and C-level, as well as across key functions such as sales, procurement, operations and supply chain.
This market intelligence directly informs our advisory work.
This market intelligence directly informs our advisory work.
Tailored Solutions – Not Standard Benchmarks
Compensation systems must align with business strategy, ownership structure and company culture.
We analyze, among others:
We analyze, among others:
- industry and competitive landscape
- company size and organizational structure
- scope of responsibility of the role
- performance and target systems
- fixed, variable and long-term compensation components
Based on this, we develop transparent, market-aligned and tailored compensation models.
Transparency and Long-Term Effectiveness
Our objective is to design compensation systems that:
- drive performance
- support long-term retention
- reflect strategic objectives
- are competitive and clearly structured
