I advise industrial and technology companies on how to fill their key positions with the right people – drawing on around two decades of executive search.
How does your company become attractive to exactly the specialists and managers you need? I look at your offer from the candidate’s perspective, sharpen your messages and make sure they come across credibly – from the job ad to the direct approach.
Why is nobody applying for our positions?
What makes us interesting to experienced engineers?
Whether a search succeeds or fails is often decided before it starts. Together we develop a realistic job profile, a compelling candidate exposé and a search strategy that fits the market.
Does the candidate we are looking for even exist?
Job ad, active sourcing or direct search?
Make or buy, choosing the right search consultant, fair fee models and reporting that shows where a search really stands. On request, I manage the recruiter you have engaged on your behalf – with the eye of someone who sat on the other side of the table for many years.
Contingency fee, retainer or milestones?
How do we spot early on that a search is stalling?
Your recruiters know your company, but they do not always have the technical depth when it comes to engineering positions. I support them with my expertise: in approaching engineers, assessing profiles and filling difficult positions.
How do we approach development engineers as equals?
Strategic realignments often call for new people – and for a consultant who understands not only recruiting but also your corporate strategy. I help you bring corporate strategy and recruitment together.
Which positions do we fill ourselves, and which with outside help?
Based on the book, I give workshops and talks for managers: concise, practical and with examples from around two decades of executive search.
What can our managers do themselves to get positions filled faster?
I only advise my clients on subjects I understand. And those are engineering, technical sales and marketing, business development and recruitment.
Managing directors, divisional heads and HR managers in industrial and technology companies – for example in mechanical and plant engineering, electrical engineering and electronics, automation, vehicle manufacturing, and aerospace.
A short conversation in which you describe your situation. Afterwards, we will both know whether working together is possible.
I take a close look at your vacancies, your offer and the ways you have recruited so far – on site if needed.
You receive specific recommendations and a proposal with a clearly defined scope.
We put it into practice together. I do not just advise at the start – I stay with you for as long as it takes.
The initial conversation is free of charge and without obligation. The consulting itself begins with the assessment and is chargeable; you will receive a proposal beforehand.
You can delegate tasks to the HR department or to external service providers, but not the responsibility.
Write to me or give me a call. The initial conversation is free of charge and without obligation.