Recruitment & Selection Executive
The right director accelerates your growth. The wrong one slows your future.
Filling an executive key position is a strategic growth decision. We guide SME / SME+ entrepreneurs in attracting executive and MT members who fit the ambitions, culture and next phase of the organization. In the first year, we stay actively involved for lasting impact and a successful landing.
A selection from our executive assignments
Mis-hires at the executive level
Hiring a director is not about filling a vacancy; it’s a strategic investment. The leader you choose today will determine whether your organization achieves the next phase of growth or whether strategy remains stuck in plans and operations.
Mis-hires at the executive level rarely arise from lack of experience, but from misjudging the leadership appropriate to the stage of the organization. Consequence? Decision-making falters, the MT becomes unbalanced and growth potential remains untapped.
For nearly 35 years, we have been assisting entrepreneurs in executive key positions that actually contribute to sustainable growth.”
Strategic growth decision
We work for entrepreneurial SME and SME+ organizations, family businesses and Private Equity holdings where key executive positions have a direct impact on direction, continuity and professionalization.
Many of our clients are facing the next phase, scaling up, repositioning the MT or recruiting external management. A recognizable moment: the current executive structure beginning to inhibit rather than accelerate the next phase of growth.
With the Velde Method we do not start with a job profile, but with the strategic assignment: where does the organization want to go and what leadership does it require? For us, executive search is not a transaction, but a strategic growth decision.
Strategic acuity before we search
We start with your organization’s ambition and the contribution this role must make in concrete terms. What acceleration is envisioned? And what role do you as an entrepreneur yourself want to continue to fulfill? Only when that is clear do we translate it into a concrete and targeted search profile.
Substantiated decision-making
With in-depth conversations and job-specific assessments, we make explicit what often remains implicit: leadership style, decision-making patterns and motivations. In this way, choices are based not only on experience or good conversation, but on insight into behavior and impact within the MT
A fee that aligns with your interests
Our fee is a fixed investment, spread over 5 installments, regardless of the candidate’s salary level. We do not send the final invoice until the first year of service has been successfully completed. Our interest thus runs parallel to your interest: sustainable impact at the executive level.
Clear positioning within the MT
A new director always affects the balance within the management team. We clearly map out how this key position relates to existing responsibilities and decision-making, providing clarity on mandate, cooperation and direction.
Guidance in the first year
It is precisely at the management level that the first year reveals whether expectations, responsibilities and cooperation are actually balanced. We evaluate after 6 and 12 months whether the intended acceleration is being realized. This creates the difference between a good start and structural impact.
Unconditional guarantee
In the unlikely event that the placement proves unsuccessful, we will restart the process without charging a fee again, except for recruitment costs.
We provide this guarantee for the 1st year, because our involvement does not stop at the signature.
Salaried entrepreneurs
From the intake we create depth. We challenge the existing status quo and make explicit what step the organization wants to take and what that means for leadership.
We are looking for salaried entrepreneurs: leaders who take ownership, take responsibility for results and dare to set course, even without share ownership. Not driven by position or title, but consciously choosing the mission and sustainable strengthening of the organization.
The Velde Method helps us focus on who the organization needs to be successful in the long term. Starting with your organization’s ambition, not with a job profile.
Selection by leadership, not by resume
At the executive level, specific product knowledge rarely makes the difference. What is decisive is how a leader gives direction, makes decisions and moves within the dynamics of the MT.
We look beyond experience and career. We analyze personality, drives and decision-making style and test how a candidate relates to the culture, existing team and stage of the organization.
With job-specific assessments at the executive and board level, we substantiate whether leadership actually fits the task at hand and the people with whom to work.
Wondering if this fits your issue?
Wienerberger’s ROI story
In recent years, several MT members have been hired at Wienerberger via Velde.
ROI is very important to our service… Read more
The ROI story of Hogenhouck
At Velde, we look beyond the signed employment contract and therefore ask about the ROI for our clients and profess… Read more
The ROI story of Alprokon
The Deputy Director found by Velde contributes to their corporate ambition with the assignment: Transform Alprokon… Read more
What leadership fits the next phase of your organization?
That is the question we ask first, before we even consider a single candidate. Because only when it is clear what acceleration your organization needs can you determine what leadership is needed to achieve it.
Schedule a confidential meeting and discuss what impact a new director or MT member actually needs to make.
