For most senior searches below the Fortune Top 500 tier, boutique firms deliver superior outcomes through partner-level attention, local expertise, and genuine partnership that global firms cannot match.

Global search giants remain the optimal choice for highly complex and fully global Fortune 500 CEO appointments.

The best top talent acquisition approach - internal, external, or hybrid - depends on your company's unique situation, not universal best practices.

A sector-by-sector analysis of how transformation is reshaping leadership needs in DACH. From automotive to energy to retail, organizations now seek executives who can integrate complexity rather than optimize individual functions.

Some market intelligence on what is currently going on in the DACH executive recruitment market. Despite the current cautious executive market in DACH we see significant shifts in what organizations are looking for in their leaders.

Anwering to debate on article and showing how authenticity and honesty about challenges can be a real selling argument for the role, too.

Companies and candidates can avoid costly late-stage withdrawals in executive searches by conducting thorough upfront due diligence.

The financial risk of getting executive placement wrong far outweighs the costs of getting it right.

The biggest cost of extended executive job searches isn't financial - it's deeply personal. How to navigate them.

Consulting Partner searches are highly complex and require understanding the whole consulting ecosystem.

Successful executive search partnerships are built on genuine personal connection rather than technical presentations and fee comparisons.

Team moves are like running several executive searches in parallel, and pose specific challenges.

The right approach depends upon where you stand and what you are trying to achieve.

What makes a great Consulting Partner?

Consulting Partner recruitment poses many additional challenges in comparison to "standard" executive search mandates.

European boards are choosing familiar leadership over diversity.

Delivering rejection news with kindness, respect, honesty, and constructive feedback creates impact and lasting relationships.

Successful executive search goes beyond matching skills to requirements—it's about finding the "spark" of genuine enthusiasm.

Successful family business succession requires leaders who understand "the company's soul", not just business metrics.

Even while women's C-suite representation has grown significantly, meaningful progress requires more intentional action.