Based on our comparative selection process, we fill more than 1,000 management positions every year – even during the coronavirus pandemic. The experience gained from each individual placement, supported by our intelligent AI, flows into our dynamic, continuous improvement process to ensure even better performance in the future. We support candidates and companies throughout the onboarding process, always beyond the hiring process. After more than 23,000 successful placements, we always know what happens after the hiring process.

Effectively supporting a succession process is similar to finding suitable managers for leadership positions. In both cases, we find and deliver "perfectly fitting" candidates for you—in a figurative sense, a tailor-made suit, so to speak, exactly as you wish.

We often encounter the following structures and challenges:

In the area of family succession planning,

• • that the successors pursue different life concepts than the previous entrepreneurs (parents) had.
  • that the successors have different skills/interests, which sometimes differ considerably from those of the previous entrepreneurs.
  • that the market has changed and new complementary skills are needed that are not yet available in the company.
  • that the potential successors are still too young and a handover only seems possible in five to ten years.

In the area of internal company succession planning

• • The existing managers alone are not trusted to lead the company successfully into the future.
  • the existing managers almost always pursue their own goals, for example to achieve a higher position from the successor project.
  • new partners must be found and evaluated.

In the area of external succession planning

• • The new manager does not yet know the company and, after joining, realizes that there are significantly more and new, unknown problems.
  • The powers of attorney were not formulated precisely enough; the new manager can make fewer decisions than previously discussed.
  • The onboarding process is below potential.
  • The existing managers were not involved in the selection process and do not provide enough support to the “newcomer”.

Together with you

We work with you to precisely define your desired profile and, using our experienced search engine and state-of-the-art digital search algorithms, identify the most suitable candidates from among several hundred candidates . Of course, you decide who fits best. We are happy to support the onboarding of the new manager during their first year.
Our success proves us right: the retention rate of the executives we place is approximately 40% higher than the industry average.