Direct approach to senior executives

Direct approach to senior executives +

Audit and diagnosis Direct approach to senior executives Strategic and operational HR support

For sensitive recruitment such as CEO, HR Director, Finance Director, Commercial Director, Industrial Director, or board member (CODIR), simply posting job adverts and facilitating introductions is not enough. Our Executive team implements targeted headhunting ( executive search ), based on a deep understanding of your business challenges and governance , to identify candidates truly capable of supporting your long-term strategy.

Why choose direct search over job adverts?

Definition and core principles

The best profiles for executive roles are rarely actively looking: they are currently employed, high-performing , and do not respond to job adverts. Direct search consists of identifying and approaching them individually, in strict confidentiality , based on precise market mapping for the role rather than a pool of speculative applications.

The benefits of interim management

Our assessment methodology

Behavioural analysis: ways of working, management style, alignment with your corporate culture,
Professional skills: technical and managerial expertise relevant to the role,
Motivations: genuine reasons for joining your company, medium-term outlook,
Adaptability: ability to thrive within your organisational context, market, and governance constraints.

Roles suited to direct search

General Management, HR Management, Finance & Administration Management, Commercial Management, Marketing Management, Industrial Management, Site Management, Executive Committee (CODIR/COMEX) members, as well as succession or newly created executive roles.

6 months of support following onboarding

Recruitment does not end when the contract is signed. Once the candidate is in post, we support them for 6 months to:

Validate alignment between the business's expectations and the candidate's induction,
Secure the onboarding period, which is decisive for successfully passing the probationary period,
Verify and validate skills in real operational scenarios,
Report any potential points of concern back to the client company,
Confirm the suitablity of the role with the candidate's relocation, including that of their partner, and the expected development of the position.

Why this approach makes all the difference

By incorporating structured post-recruitment follow-up, we reduce the risk of a failed probationary period in key roles where the financial , human , and organisational costs of a hiring mistake are highest. An ill-fitted executive costs, on average, far more than executive search fees: wasted time , team disruption , employer brand impact , and the cost of restarting recruitment.

FAQ

1. What is the difference between headhunting and direct search?

These are two terms for the same process: proactively approaching identified candidates rather than waiting for applications. The term "executive search " is also used when applying this methodology to senior leadership roles.

2. How many candidates are presented at the end of a assignment?

We focus on quality over quantity : typically presenting between 2 and 4 fully qualified and assessed candidates, rather than an unfiltered longlist.

3. What happens if the appointed candidate turns out to be unsuitable during their probation period?

This is precisely the purpose of our 6-month support program : it allows any gaps or issues to be identified early and addressed collaboratively with both the client and the candidate before the situation escalates.

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