Executive Search

Direct search: how a first call becomes a placement.

Most of the executives we recruit for our clients were not looking for a new role when we first called. Why they listen nonetheless – and what makes a good first conversation.

Before the first word: research

Good direct search begins long before the phone call. Our research team identifies the companies in which comparable tasks are handled and the people who hold responsibility there. Only once it is clear why someone might find the position interesting do we pick up the phone.

The first call

The first conversation is short. Its purpose is not to persuade anyone, but to enable a decision: would they like to know more? For that, they need three things – a plausible reason why we are approaching them in particular, an honest picture of the role and the assurance that the conversation will remain confidential.

At our clients’ request, we name the company only later, in a personal meeting. The salary range, too, belongs on the table early. Nobody likes to invest time in a process that was never going to work.

A good first conversation is worthwhile even when the answer is no.

From interest to decision

Anyone who wants to know more gets to know the role in a detailed personal conversation. We assess suitability in a structured way, supported by our candidate audit and, on request, complemented by a scientifically grounded psychometric assessment. Our clients then meet only candidates who have convinced us.

Our support does not end when the contract is signed. Particularly in the first months at the new company, we remain a point of contact for both sides.

Why candidates listen

Successful executives are approached frequently. They still listen when an approach is well prepared, respects their situation and offers a genuine prospect. Many of our conversations do not lead to an immediate move, but to a relationship that lasts for years.