Executive Search

Time is often our clients’ scarcest resource. Our goal is to present you with “hand-picked”, carefully selected candidates. This saves you unnecessary rounds of interviews and the time-consuming pre-selection of candidate profiles. 

At the core of our selection process are structured personal interviews with candidates, in which we examine how their competencies and professional expectations fit with the client. In addition, we use online personality tests and other scientifically based diagnostic procedures on request. In this way, we create transparency for both sides and avoid surprises and lost time in job interviews. 

In the search process, we see ourselves as “ambassadors” for our clients. We advertise for you – to active and passive candidates. The network we have built up over many years, our extensive database of candidate profiles and our presence on all relevant Internet platforms help us to be fast and accurate. We find the “needle in the haystack” for you. 

“People matter most – especially in times of disruptive change. And it all depends on the right mix in the team: from power women to young people with new ideas to people with life experience. We help you discover these talents.”

Dr. Hugo Eckseler, CEO TALENT-net GmbH

Hugo Eckseler

How we proceed

The TALENT-net search process is based on close cooperation with our clients throughout the entire staffing process. Every company ticks differently – only in close cooperation with HR and the future supervisor can we identify candidates who both fulfill the professional requirements and bring the “cultural fit” for the company.

Our goal here is to present our clients with a hand-picked selection of top candidates that reflects the breadth of the market.

Elaboration of requirements profile
Addressing candidates
Preselection
Presentation of the candidates
Onboarding

In the pre-selection phase, we form a picture of the skills, professional know-how and social competence of the longlist candidates. In addition to the desired professional qualifications, we focus on management skills, motivation, development potential and the ability to work in a team. In a structured initial interview, we get to know the candidates better. At the same time, they are familiarized with the target company and the position in prospect. This is followed by one or two further interviews to explore individual aspects in greater depth.

During these interviews, we always encourage candidates to think carefully about their career decision and reflect on it together with their personal environment. For you as a customer, this means greater security with regard to the seriousness of the candidate’s interest. During this phase, regular exchange with our client is very important to us in order to fine-tune details and speed up the process.

Based on the requirements profile, the next step is to create a job advertisement that takes into account the latest studies and findings regarding the search behavior of candidates. We ensure the widest possible distribution of the ad via the TALENT-net portals and a variety of social networks and media groups.

The targeted direct approach of suitable passive candidates is the most important building block in the entire search process. Here, we rely on modern Internet media and classic telephone approaches to reach top candidates and motivate them to make the switch. Our greatest added value is the network we have built up over the years – especially in the areas of purchasing, logistics and supply chain.

Based on the requirements profile, the next step is to develop a job advertisement that takes into account the latest studies and findings regarding the search behavior of candidates. Via the TALENT-net portals and a variety of social networks and media groups, we ensure the widest possible distribution of the ad.

The targeted direct approach of suitable passive candidates is the most important building block in the entire search process. Here, we rely on modern Internet media and classic telephone approaches to reach top candidates and motivate them to make the switch. Our greatest added value is the network we have built up over the years – especially in the areas of purchasing, logistics and supply chain.

Based on the knowledge gained, we create a holistic candidate profile. It contains information about education, work experience, professional skills, motivation and personality. If desired, we can supplement our own assessment with online personality tests. As a rule, we present our clients with a shortlist of three to five candidates whom we recommend for a personal meeting.

We additionally discuss each profile by telephone and also offer our clients the opportunity to meet candidates in a 1-hour, structured video conference moderated by us – this saves time and money in the pre-selection process. For senior management positions, we also conduct individual assessment centers at the client’s request.

For us, the executive search process does not end with the selection of the final candidate. We continue to advise our clients and candidates after the appointment and support them with onboarding, coaching and professional or management training, if desired.

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