Based on our comparative selection process, we fill more than 1,000 management positions each year—even during the coronavirus pandemic. The experience gained from each individual placement, accompanied by our intelligent AI, flows into our dynamic, continuous improvement process to help us become even better in the future.  We support candidates and companies throughout the onboarding process, even after they have been hired. With more than 23,000 successful placements, we always know what happens after hiring.

Effective support for a succession process is similar to finding suitable managers for leadership positions. In both cases, we find and deliver "perfectly matched" candidates for you—in a figurative sense, a tailor-made suit, so to speak, just as you would want it.

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, some of which differ significantly from those of the previous entrepreneurs.
  • that the market has changed and new complementary skills are needed that are not yet available within the company.
  • that the potential successors are still too young and a handover will only be possible in five to ten years' time.

In the area of internal company succession planning

• • The existing managers alone are not believed to be capable of successfully leading the company into the future.
  • the existing managers almost always pursue their own goals in order to achieve a higher position, for example, from the succession project.
  • New co-partners must be found and evaluated.

In the area of external succession planning

• • The new manager is not yet familiar with the company and, after joining, discovers that there are significantly more and new, unknown problems.
  • The powers of attorney were not formulated precisely enough; the new manager has less decision-making authority than was previously discussed.
  • The onboarding process is not performing to its full 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 formulate a very precise requirements profile and use our experienced search team and state-of-the-art digital search algorithms to find the most suitable candidates for you from several hundred applicants. Of course, you decide who is the best fit for you. 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.