Direct & Executive Search
We manage recruitment processes for specialists and managerial positions. We quickly identify the right Candidates.
We can attract their interests with Customers’ offer. We verify knowledge, experience and references. We get to know the personality.
We choose people whose way of thinking, feeling and acting is aligned to our Customer’s organization, which results in a long lasting business relationship.
Our Customers appreciate us for:
- individual approach,
- reliable methodology,
- clear information presented in the Candidates’ reports,
- maturity and experience,
- ability to exchange experiences,
- business approach,
- reliability and safety,
- respect for their time.
What is Direct and Executive search?
These are direct search methods that involve precisely defining the target group and reaching those candidates who best meet our client’s requirements. Direct Search recruitment is great for searching engineers and specialists, while Executive Search is an excellent tool for recruiting senior management staff.
Although both methods draw from the same set of good practices, they are not the same, so below we explain the essence of each of them and the differences between Direct Search and Executive Search
Direct Search Method
If the organization’s goal is to acquire a specialist or engineer, the Direct Search method will be a good strategy. Its biggest advantage is access to a new pool of candidates comparing to applications that came after the job offer was published. Our clients usually first look for the right person themselves, and when this does not bring results, they commission recruitment to us.
We do not want to duplicate the client’s activities. The shortest delivery time for Candidate profiles is important to us. Therefore, in each recruitment process, we start with direct searches immediately. Direct Search is highly effective due to precisely reaching candidates who meet the company’s expectations. The profiles we present match the requirements specified during the interview with the client, so there is no chance of accidental actions. This “targeted” method allows you to recruit people who have specialized qualifications and skills, as well as soft skills and desired personality traits.
We like to work with the direct search method – it is fast and effective. We reach people who are most often not actively looking for a job. Based on good relationships with candidates and knowing the market realities, we are able to interest them in the client’s offer and obtain valuable applications in a shorter time than when recruiting using traditional methods.
Executive Search Method
Executive Search is an advanced recruitment method focused on acquiring candidates for senior positions and “top” managers. Although it is based on the assumptions of Direct Search, this method places even greater emphasis on business contacts and relationships, which are particularly important in this case. Therefore, this type of tasks can only be entrusted to the most experienced specialists.
Key in recruitment at the C-level positions is the recruiter’s brand, the stronger it is the greater is the trust among Candidates holding high positions. However, an important aspect is the ability to arouse interest in changing job among people who are most often closely associated with their organizations and satisfied with their current career.
The second, even more important factor is the ability to match the Candidate to a personality profile that meets the organization’s expectations. Such high-rank positions are of great importance for the company operation, so the entire process should be approached with due care and the highest confidentiality, while ensuring the dynamics of recruitment using the executive search method.
The third important factor is a high degree of confidentiality and discretion. Therefore, when entrusting this type of tasks only to the most experienced specialists, we try to ensure the highest possible comfort of cooperation for all parties involved in the recruitment process.
Direct Search and Executive Search – differences
Although both methods focus on direct acquiring candidates, Direct Search and Executive Search are two different strategies. The main difference between them is the level of positions for which active searches are carried out.
Direct Search is used to acquire candidates for various positions, most often specialists or middle managers. Executive Search, in turn, specializes in searching for candidates such as directors or board members. These are the roles on which the strategy and success of the entire organization depend, which determines a number of further differences between searching for candidates using the Direct Search method and Executive Search.
In the case of Executive Search, the process itself will be more individualized – when “catching” a candidate for a C-level position, there can be no chance or general message – it is a task that is performed with clockwork precision. In the case of Direct Search, examples show that for the full success of employee recruitment, it is enough to identify candidates who meet specific criteria from various areas. Therefore, the network of contacts does not have to be that extensive.
In Direct Search recruitment, LinkedIn is often a sufficient source, but in advanced headhunting it is worth trying more extensive networking to reach the right people. This is closely related to the confidentiality of the process, which should always be conducted discreetly, and in the case of top positions, a good recruiter is completely invisible, although he plays an important role as an intermediary and mediator.
Contact us
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Direct Search and Executive Search – step by step
Recruitment Direct Search and Executive Search starts from identification of the Customer’s needs.
We set up so called “briefing” in order to:
- discus with Customer position details,
- define expectations in respect to Candidates,
- understand Customer’s organization culture,
- define communication and cooperation rules as well as method of Candidates’ presentation.
Recruitment process lead time is 3-5 weeks
First Candidates profiles we usualy present within 14 days, standard lead time to complete the project on our side is 3-5 weeks.
The shortest recruitment process in our history took 7 days.
We give guarantee for our work
We give 3-8 months guarantee (depenting on the position type).
Next we start searching and selection of the people that meet the criteria
Candidates’ verification takes several stages.
We check numerous areas including personality traits, required competences, knowledge of foreign languages, systems and tools.
Recruitment process lead time is 3-5 weeks
First Candidates profiles we usualy present within 14 days, standard lead time to complete the project on our side is 3-5 weeks.
The shortest recruitment process in our history took 7 days.
We don’t sell Candidates – we present them
Usually we present between 3 and 6 profiles.
We recommend to Customers our template of the “Interview report” or we agree different way of Candidates’ presentation that suits our Customer best.
We give guarantee for our work
We give 3-8 months guarantee (depenting on the position type).
Order completion
The recruitment process is considered as complete at the moment when the Candidate recommended by us, starts work for our Customer.
When to choose Direct Search or Executive Search?
- Use the Direct Search method to recruit specialists and lower-level managers
- Choose Executive Search to discreetly and effectively fill the most important positions in the organization
- Choose direct recruitment methods if you want to shorten the time to obtain high-quality applications as much as possible
- Choose Direct Search recruitment if you want to achieve results, not just keep open recruitment
- Trust experienced Head Hunters if you want to interest top managers, directors and board members with your offer who can bring new quality to your company
How do our clients rate us?
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