Executive Search
We identify and recruit senior executives — exceptional leaders who can take businesses forward.
Executive & Board Roles
We recruit senior executives whose mindset and experience align with your company’s culture and business needs.
We take the time to understand your business, explore its unique context and look beyond the obvious. Sometimes, we challenge your thinking and make the case for a different approach — all to find the people who are the best fit for your team.
We take the time to understand your business, explore its unique context and look beyond the obvious. Sometimes, we challenge your thinking and make the case for a different approach — all to find the people who are the best fit for your team.
Board Members
Chief Executive Officer (CEO)
Human Resources Director (HR Director)
Chief Financial Officer (CFO)
Marketing, Sales & Communications Director
Technology & Digital Director
Product Director
Supply Chain Director
Successful executive search requires an equally strong understanding of functional expertise and leadership experience. Our team combines both perspectives with a deep understanding of the business and the hiring manager’s specific needs.
This enables us to identify leaders who not only have the experience and expertise required for the role, but also align with the company’s values, ways of working and vision.
This enables us to identify leaders who not only have the experience and expertise required for the role, but also align with the company’s values, ways of working and vision.
Industries
Finance
TIMES (Technology, Information, Media, Entertainment & Sports)
Industry & Energy
Consumer Goods
Healthcare
Real Estate & Construction
Sometimes, a business needs more than a single leader. It needs a team of experts who work alongside management on key decisions.
We bring together advisory boards with either an industry-specific focus or a broader mandate, supporting business transformation, entry into new markets and new product launches. Drawing on their members' expertise and independent perspectives, these boards help reduce risks in strategy development and implementation.
Our work goes beyond selecting board members. We assess board effectiveness, refresh membership when needed and turn ideas into concrete actions. This ensures that advisory boards become part of the company’s decision-making processes, rather than existing only on paper.
We bring together advisory boards with either an industry-specific focus or a broader mandate, supporting business transformation, entry into new markets and new product launches. Drawing on their members' expertise and independent perspectives, these boards help reduce risks in strategy development and implementation.
Our work goes beyond selecting board members. We assess board effectiveness, refresh membership when needed and turn ideas into concrete actions. This ensures that advisory boards become part of the company’s decision-making processes, rather than existing only on paper.
Advisory Board
FAQ
What is Executive Search, and how does it differ from traditional recruitment?
Executive Search is a structured approach to identifying and recruiting senior executives. We begin by understanding your business context and developing a tailored search strategy. We map target companies and roles where suitable candidates are likely to be found, approach them directly and engage even those who are not actively considering a career move.
This work is handled by a dedicated executive search team. Our consultants bring expertise in specific industries and business functions, enabling them to understand your challenges, speak the same language as clients and candidates, and assess how well each candidate meets your needs.
An executive search consultant is more than a recruiter — they are a business partner focused on finding the leader who can address your challenges.
This work is handled by a dedicated executive search team. Our consultants bring expertise in specific industries and business functions, enabling them to understand your challenges, speak the same language as clients and candidates, and assess how well each candidate meets your needs.
An executive search consultant is more than a recruiter — they are a business partner focused on finding the leader who can address your challenges.
When do companies turn to Executive Search?
When the challenge goes beyond simply filling a vacancy.
Often, the search involves a complex business context, multiple stakeholders with differing expectations, and uncertainty about who can address the business challenge. We align these expectations into a clear candidate profile and identify executives with relevant experience.
Another common situation is when a business enters a new stage of development. The company may need to recruit a CEO or another senior executive externally for the first time, having previously filled leadership positions through internal promotions.
Confidentiality is another reason to engage an Executive Search firm. When a company cannot approach the market under its own name, we conduct the search under The Edgers name and disclose the client’s identity only when appropriate.
Finally, executive recruitment is a demanding, full-time process that not every internal team has the capacity to manage. At the final stage, our consultants act as intermediaries between the company and the candidate, helping both parties reach an agreement.
Often, the search involves a complex business context, multiple stakeholders with differing expectations, and uncertainty about who can address the business challenge. We align these expectations into a clear candidate profile and identify executives with relevant experience.
Another common situation is when a business enters a new stage of development. The company may need to recruit a CEO or another senior executive externally for the first time, having previously filled leadership positions through internal promotions.
Confidentiality is another reason to engage an Executive Search firm. When a company cannot approach the market under its own name, we conduct the search under The Edgers name and disclose the client’s identity only when appropriate.
Finally, executive recruitment is a demanding, full-time process that not every internal team has the capacity to manage. At the final stage, our consultants act as intermediaries between the company and the candidate, helping both parties reach an agreement.
How do you assess candidates in Executive Search assignments?
We assess candidates against key success factors — the criteria that determine success in a particular role. We start by defining these criteria together with you.
Next, we map target companies and roles to identify potential candidates. The assessment then takes place in two stages: an initial screening interview followed by an in-depth interview with a consultant.
We assess candidates through real-world cases and examples, validating their experience and claims against our market knowledge and references.
Our reports evaluate all candidates against the same criteria, making it easier to compare them and identify the best fit.
Next, we map target companies and roles to identify potential candidates. The assessment then takes place in two stages: an initial screening interview followed by an in-depth interview with a consultant.
We assess candidates through real-world cases and examples, validating their experience and claims against our market knowledge and references.
Our reports evaluate all candidates against the same criteria, making it easier to compare them and identify the best fit.
What if there are no suitable candidates in the market?
There is always a way forward. When a search reaches a dead end, the issue is usually not the market itself, but how the search has been defined: the candidate profile may combine conflicting requirements, or we may be looking in the wrong places.
We revisit the business objective, refine the candidate profile and broaden the search to adjacent industries and high-potential candidates who are ready to step into a more senior role.
We revisit the business objective, refine the candidate profile and broaden the search to adjacent industries and high-potential candidates who are ready to step into a more senior role.
Solutions start with a conversation