Home Executive Search Division and department heads
Division and department heads
Where strategy
turns into results.
Division and department heads translate the goals of senior management into day-to-day work: in sales, in engineering and production, in finance, purchasing or HR. We find leaders who excel in their field, take their teams with them and fit your company’s culture.
Typical situations
When a leadership role
changes hands.
Succession at division level
An experienced leader retires or moves on, taking knowledge, contacts and well-established routines with them. The successor must build on this expertise and set their own course.
Building a division
As a company grows, new tasks emerge: a dedicated purchasing function, a controlling department, international sales. We find the person who builds a division from the ground up.
Realigning a division
New markets, new structures, a team that needs to grow together: this is when a division needs a leader who shapes change and wins people over to it.
Our perspective
Expert in the field.
And a strong leader.
An excellent specialist is not automatically a good leader. We assess both: depth of expertise in the relevant field, and the ability to lead people, make decisions and engage with senior management as an equal.
Our partners have run divisions and companies themselves. They know what senior management expects of its leaders, and the standards by which an appointment must prove itself day to day.
Areas we recruit for
- Sales and marketing
- Engineering, development and design
- Production, logistics and supply chain
- Finance and controlling
- Purchasing
- Human resources
- IT and digitalisation
Approach
Understand the role.
Find the person.
Sharpening the position
Together with you, we clarify what the position needs to achieve in the coming years, how the division is set up and whom the new leader will work with. The profile often changes in the process – to the benefit of the search.
Discreet approach
Our research team identifies suitable executives among competitors and in related industries. Artificial intelligence helps us cover the market more broadly. Every approach is discreet and personal.
Thorough assessment
A structured candidate audit with 114 criteria, personal interviews and, on request, psychometric assessment. You only meet candidates who have impressed us both professionally and personally.
Supporting the start
We support the decision and remain the point of contact during the first months – for you and for the new leader.
From our work
An example from our practice: a position we have successfully filled for a client.
Consumer goods
Head of Sales and Marketing
The brief was for a Head of Sales. The need was greater.
An owner-managed manufacturer of household goods asked us to find a Head of Sales. During the briefing it became clear that the senior owner, who had been responsible for marketing until then, would be stepping back in the foreseeable future. The Head of Sales role became Head of Sales and Marketing. We filled the position.
For reasons of discretion, clients and candidates remain anonymous.
Other positions we fill
Let’s talk about your leadership position.
An initial conversation is without obligation and always confidential, even while the position is still filled.
Arrange a meeting