Case Study: Executive Search for a Country Manager in Germany
September 30, 2024
Executive Search Introduction In today’s competitive business landscape, the search for exceptional talent can be a challenging endeavor,
Embedded recruitment is a model when our recruiter integrates into your team / hiring process providing a dedicated support from sourcing to onboarding
This model allows for closer cooperation and better alignment in terms of daily interaction, culture, and technical requirements.
Recruiter is close to your internal team and decision makers allowing for a better candidates found.
first candidates already in 1 week after the start
Recruitment support on a pay as you go basis.
Embedded recruitment is a modern and effective way of handing over the responsibility of talent acquisition to experts, that is hiring managers who are closely working with their own teams. This process involves having a dedicated recruiter work on-site with hiring managers and their teams, to gain a deep understanding of the company culture, values and goals. Embedded recruiters use this knowledge to identify, attract and hire top-quality talent that fits perfectly with the needs of the organization.Â
This not only ensures that the recruitment process is tailored to the company’s culture, but it also saves time and money associated with traditional recruitment methods. With embedded recruitment, companies can rest easy knowing that they have a trusted partner who will put them on the fast track to achieving their strategic hiring goals without having to sacrifice quality.
We have two fee structures to give you flexibility. (1) Monthly Fee Only: a fixed amount based on the number of jobs open at the same time. (2) Monthly Fee + Placement Fee: a fixed amount based on the number of jobs open at the same time + a percentage of the candidate’s first year compensation. The Monthly Fee and Placement Fee are inversely correlated. You can choose a large Monthly Fee with a small Placement Fee or the inverse based on your preference. The monthly fee is a subscription and can be canceled at any time.
Yes. You may cancel anytime.
No. We think large placement fees can create misaligned incentives.
No. We think large upfront retainers are not startup friendly.
We recruit for roles that range from individual contributors to VPs. We are particularly strong at product management, software engineer, data, clouds, infrustructure, hr and recruitment.
We lean towards technology – particularly software.
We cover US and Germany.
It comes down to two things: mindset and fee structure. The mindset is relatively easy because we have been startup founders before. The fee structure is a hybrid of the traditional agency placement fee and the retainer, but with a month-to-month cancel anytime option.
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The traditional agency contingent placement fee means you pay a large fee, if/when you hire a candidate sourced by the agency. This creates additional risks for the agency therefore they have to compensate by charging a large fee.
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The traditional retainer model can create more aligned incentives, but it requires a large guaranteed retainer. This does not give you any downside protection should you decide to not hire anyone or realize you chose the wrong recruiter.
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Our fee structure solves these problems with a hybrid approach of (1) a fixed monthly fee only or (2) a fixed monthly fee and a modest placement fee. It is not perfect, but is better than the traditional approaches.
We have two fee structures to give you flexibility. (1) Monthly Fee Only: a fixed amount based on the number of jobs open at the same time. (2) Monthly Fee + Placement Fee: a fixed amount based on the number of jobs open at the same time + a percentage of the candidate’s first year compensation. The Monthly Fee and Placement Fee are inversely correlated. You can choose a large Monthly Fee with a small Placement Fee or the inverse based on your preference. The monthly fee is a subscription and can be canceled at any time.
Yes. You may cancel anytime.
No. We think large placement fees can create misaligned incentives.
No. We think large upfront retainers are not startup friendly.
We recruit for roles that range from individual contributors to VPs. We are particularly strong at product management, software engineer, data, clouds, infrustructure, hr and recruitment.
We lean towards technology – particularly software.
We cover US and Germany.
It comes down to two things: mindset and fee structure. The mindset is relatively easy because we have been startup founders before. The fee structure is a hybrid of the traditional agency placement fee and the retainer, but with a month-to-month cancel anytime option.
The traditional agency contingent placement fee means you pay a large fee, if/when you hire a candidate sourced by the agency. This creates additional risks for the agency therefore they have to compensate by charging a large fee.
The traditional retainer model can create more aligned incentives, but it requires a large guaranteed retainer. This does not give you any downside protection should you decide to not hire anyone or realize you chose the wrong recruiter.
Our fee structure solves these problems with a hybrid approach of (1) a fixed monthly fee only or (2) a fixed monthly fee and a modest placement fe00e. It is not perfect, but is better than the traditional approaches.2
Executive Search Introduction In today’s competitive business landscape, the search for exceptional talent can be a challenging endeavor,
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