Values fit, not gut feeling
Before anyone signs, you see whether a person will carry your culture, develop it or work against it.
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Executive Search for companies at a turning point.
We place managing directors, C-Level executives, boards and key positions. Personally, with a network of more than 50 partners and a values analysis that shows whether someone not only can do the job, but also fits.
What sets us apart.
Network, not database
More than 50 partners open doors to people who are not visible on the market.
People and AI
AI makes us fast and thorough. Who fits is decided by people with 20 years of experience.
Personal, beyond the start date
One dedicated contact from briefing to 100-day feedback. During onboarding, we are on hand with advice and support.
Who we work for.
Family businesses and the Mittelstand
Executive Search for family businesses. Succession without disruption.
The first external (non-family) managing director is more than a personnel decision. It determines whether culture and values survive the handover.
Typical situations
- Change of ownership or generation
- First external (non-family) management
- Professionalising the second tier
- Digitalising the core business
Typical roles
Managing directorCFOCOOCDOCTOAdvisory board
- Family first, then the market. We talk to shareholders and the family before we search, and clarify what must stay.
- Making values visible. The values analysis shows where candidates fit the family culture and where they deliberately bring something new.
- Discretion. We approach candidates without naming your company until there is genuine interest.
Private Equity and Venture Capital
Executive Search for Private Equity. Management for the value creation plan.
After closing, speed matters. At the same time, the new management has to retain the high performers who drive the value of the business. We hire for both.
Typical situations
- Strengthening management after closing
- Buy-and-build and integration
- Carve-out
- Preparing for exit
Typical roles
CEOCFOCOOCROCTOInterim Management
- Fast within the 100-day window. First vetted candidates after three weeks.
- One contact for investor and management. Both sides know where the search stands at all times.
- Values fit lowers the risk. A mis-hire during the holding period costs time that no plan allows for.
Scaleups
Executive Search for Scaleups. The layer after the founders.
The first C-Level hires outside the founding team decide whether speed turns into structure without the culture getting lost.
Typical situations
- Growth after a major funding round
- First C-Level hires outside the founding team
- Internationalisation
- From product to platform
Typical roles
CTOCPOCROCFOCOOVP EngineeringVP Sales
- We know this phase. Over 20 years in the digital economy, with many placements in exactly this transition.
- Culture as a criterion. The values analysis shows who will carry the founding culture forward and who will merely administer it.
- Sparring for founders. Before we search for a role, we clarify which one is really missing.
3
weeks to shortlist.
- Week 1Briefing with all stakeholdersValues analysisPosition profile and outreach
- Week 2AI-supported market analysisNetwork researchDirect approach and interviews
- Week 3Shortlist with values fit per personHonest assessment
- By day 100Decision, contract, start100-day feedback and onboarding advice
Fee
Clearly agreed. Fairly invoiced.
Our fee is a fixed fee. It is based on the complexity of the assignment, not on the salary, and you know it before we start. We invoice against agreed, measurable milestones.
Always included
- Values analysis for company and candidates
- AI-supported market and profile analysis
- Research through our partner network
- 100-day feedback and onboarding advice
- Candidate guarantee: if the new executive leaves the company during the probationary period, we search again.
Track Record.
400+placements in leadership and key roles
90%of our mandates come through referrals
50+partners in our network
20+years of experience in executive search
Recently placed.
- Chief Product & Technology OfficerRenewable energy pioneer, approx. 500 employees in Germany
- Chief Executive OfficerInternational D2C e-commerce, PE-backed
- Chief Financial OfficerScaleup for AI-based data security
- Chief Technology OfficerLeading life insurer, building a digital B2C ecosystem
- SVP OperationsGerman Mittelstand company and global market leader in the chemical industry
- Interim Chief Digital OfficerMarket-leading Mittelstand company in the manufacture and sale of machine parts
- Chief Growth OfficerFast-growing digital B2B tech company with approx. 200 employees
- General Manager StrategyLeading European provider of mobility solutions with 1,200 employees
“Benjamin addresses critical issues clearly and directly, and acts proactively in our interest.”
Christina TesslerSVP People, LichtBlick“Benjamin showed an exceptional instinct for the right people.”
Benny Bennet JürgensFounder and CEO, NectFrequently asked questions.
After three weeks, we present a shortlist of vetted candidates. How long it takes until signing depends on your decision-making processes and notice periods.
A fixed fee based on the complexity of the role, not on the salary. We will give you the order of magnitude in the intro call.
If the new executive leaves the company during the probationary period, we search again. That is what our candidate guarantee stands for.
Yes. Every candidate on the shortlist goes through it. This gives you an assessment that goes beyond CV and interview.
Change the Course. Keep the Core.
30 minutes, no obligation. We listen, put things in context and tell you honestly whether and how we can help.