Management and executives
For senior positions, every hire counts double. No vacancy banner campaigns here, but market mapping, discreet personal outreach and a proposition at leadership level.
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How do I recruit senior management and executives?
Senior recruitment calls for a targeted, discreet approach: map the market first, determine which leaders fit the challenge and the culture, and approach them personally with a proposition at leadership level, about the challenge, the mandate and the direction. In-depth qualification prevents costly mismatches.
See how we determine what worksWhy senior recruitment needs its own approach
You won't find a commercial director in a stream of applicants. The target group is small, is almost never actively on the market and only moves for the right story, told by the right person, at the right moment. On top of that, discretion cuts both ways: candidates don't want their name doing the rounds, and you don't want the market watching your organizational plans.
That's why SocialFind doesn't work with broad campaigns here, but with market mapping: we chart who works at this level in your market, what their context is and who fits your challenge. Then comes targeted, personal outreach: one-on-one, discreet and substantive. For visibility with this audience we deploy Thought Leader Recruitment where appropriate, because senior candidates judge an employer on substantive authority, not on a recruitment slogan.
The proposition is about leadership, not the job
You don't convince a leadership profile with a list of tasks and a company car. The conversation is about the challenge: where does the organization stand, what needs to happen, what mandate comes with it and what role does this leader play in it? We sharpen that proposition together with you before we approach anyone.
In-depth qualification
With senior hires in particular, the cost of a mismatch is high. That's why we qualify in depth: multiple conversations about track record, leadership style and motivation, an honest weighing of any doubts, and a careful introduction to your board or supervisory board. All of it under your name, because the candidate relationship is and remains yours.
Do you have open vacancies at other levels alongside this senior position? That's exactly what our RPO partnership was built for: one partner who chooses the right approach per role, from board level to the shop floor.
How we work
From challenge to hire
- 1
Sharpening the challenge and profile
We translate your organizational challenge into a leadership profile: what does this person need to come and do, and in what context?
- 2
Market mapping and discreet outreach
We map the relevant market, select together with you who we approach, and make contact personally and confidentially.
- 3
In-depth qualification
Substantive conversations about track record, style and motivation, including an honest weighing of any doubts.
- 4
Introduction and hire
A careful introduction to your board or supervisory board, and guidance through to the signature.
Discretion as the starting point
Confidential on both sides
Senior candidates don't want their name doing the rounds, and you don't want the market watching your plans. That's why every contact is personal and confidential, anonymous in the first phase where needed, until there is serious interest on both sides.
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Frequently asked questions
Further reading
Hiring the right leader ?
Tell us about the challenge and the position. We'll discreetly show you who in the market fits and how we would approach that person.
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