Frequently Asked Questions (FAQ)

We have specialized in IT leadership and key roles for over 20 years and possess deep expertise, for example, in industries such as manufacturing, automotive, retail, logistics, packaging, banking, SaaS, the public sector, SMEs, as well as in technology-driven fields such as SaaS, digitalization and artificial intelligence.

We continuously monitor these markets, conduct talent mappings, and regularly engage with senior executives in these segments. This allows us to know precisely which profiles are available and what expectations candidates have.

Our success rate consistently exceeds the market average. Most mandates are filled within 6–10 weeks with a shortlist of 3–5 highly qualified candidates.

We operate exclusively in the IT sector with senior consultants who themselves come from IT leadership roles. No mass outreach and no delegation to junior staff — instead, genuine peer level advisory support.

Our process includes role clarification, market analysis, direct sourcing, structured interviews, shortlist presentation, support throughout the selection process, offer management, and onboarding guidance.

We assess leadership capabilities, cultural fit, motivation, reasons for change, and references. Only candidates who match both professionally and personally make it onto in the shortlist.

Through regular status calls, clear decision paths, and transparent reporting.

We adjust the competency profile flexibly and immediately recalibrate the sourcing strategy.

Your contact will always be an experienced senior consultant or partner.

The senior consultant personally conducts the direct ident, outreach, interviews, candidate selection and candidate presentation.

Through centralized documentation and structured processes.

Through targeted direct outreach, expanded talent pools, and specialized networks.

Up-to-date benchmarks on salaries, candidate availability, talent pools, and competitors.

We provide realistic assessments based on seniority, location, salary level, and competitive dynamics.

Through direct outreach, personal networks, market mappings, and specialized tools.

Through structured interviews, competency models, cultural fit analysis, and reference checks.

Structured interviews, situational questioning, cultural fit analysis, and—upon request— psychometric assessments.

By applying a consistent evaluation framework 

Through realistic expectation management and close support during the first months.

Typically 6–10 weeks.

Weekly or as requested — via call, report, or dashboard.

We analyze the root causes and adjust the strategy immediately.

Usually within 10–20 business days.

Through discreet direct outreach and anonymized company and role profiles.

By strictly separating client information from candidate information 

Through centralized documentation and clear communication lines.

We work with a transparent retainer model and adapt flexibly to client expectations.

All services from market analysis to onboarding support are included.

Yes — we conduct a re‑search during the probation period or if the candidate does not start.

Our costs are clearly structured and fully transparent. You can compare them directly with internal recruiting efforts at any time.

By time-to-hire, shortlist quality, and long-term retention.

Yes. We closely support salary negotiations and decision processes.

Through regular check-ins and feedback loops.

Yes — with both candidates and clients.

Through proactive outreach to diverse profiles.

Through proactive outreach to a wide range of profiles

Through clear evaluation frameworks and structured decision-making processes.

Modern ATS platforms, market-mapping tools, and AI-supported sourcing and outreach technologies.

To identify talent pools, benchmarks, reference profiles, and availability.

Through reports, dashboards, and regular status updates.

Yes — we regularly place roles across Europe including Japan Singapore and the USA)

Through international partners and global talent pools.

We advise on location strategy, relocation, and visa questions.

Internal teams are ideal for recurring or high‑volume roles.

For critical, confidential, or hard-to-fill IT leadership positions, a specialised search partner is faster, more precise, and better connected.

If the role must be filled discreetly or candidates from competitors need to be approached, this is clearly the responsibility of an external search firm.

Internal placements often take 4–6 months. We typically complete searches within 6–10 weeks.

Very high — every week without a leader, specialist, or commercial role results in delays, competitive disadvantages, productivity loss, and missed revenue.

Every lost productive month due to unfilled roles represents a significant cost factor that can be quantified depending on the position.

A study published by Handelsblatt found that unfilled IT positions generate average vacancy costs of €95,000.

Through precise role definition, AI-supported reference profiles, structured in-person interviews, and cultural-fit analysises.

We thoroughly assess values, leadership style, communication behavior, and previous career environments.

Through early expectation management and close guidance throughout the decision process.

Through realistic expectation management, building a personal trust relationship, and close support during the hiring process and the first months in the role.

Through a deep understanding of your organisation and the role, combined with transparent communication and an honest portrayal of expectations and responsibilities.

Through a deep understanding of your organisation and the role, combined with transparent communication and an honest portrayal of expectations and responsibilities.

By providing market feedback and clear recommendations on positioning and messaging.

Because we combine deep IT expertise with leadership, sales, and personality assessment expertise.

With us, the responsible consultant manages the entire mandate end‑to‑end.
There is no split between sales and delivery functions, as is common in agency models.
We bring a deep understanding of IT organisations, and all consultants have senior line and leadership experience.
We specialise in IT leadership, digitalisation, and transformation.
No mass outreach — we rely on precise, targeted direct search.
Clear, honest communication with a focus on long‑term fit and retention

Significantly above market level, due to our specialisation, excellent market access, and a strong proprietary candidate network.