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EXECUTIVE SEARCH FOR DIRECTOR AND MANAGEMENT ROLES

Find the leader your organisation needs now.

Good directors and managers are rarely actively looking. We work out who fits your role, approach them personally and select the people who truly match the position, the team and the stage your organisation is in.

Discuss your open role Discuss your role See the process

A confidential conversation. We first check whether we are the right partner for this search.

They had us search

  • Amac
  • Campina
  • Hotelchamp
  • IKEA
  • Mammoet
  • Munro
  • 14 board and management rolesin 12 months
  • 92% of placementsare still there after a year
  • 20 years of experiencein recruitment

THE PROBLEM

An open director role affects your whole organisation.

You cannot leave a leadership position empty for months without the bill landing somewhere. Decisions wait, other people take over the work and important plans lose momentum.

WHERE IT GOES WRONG

The right leader usually does not come forward.

Someone performing well as a director or manager usually already has a strong position, a good salary and real responsibility. That person is not browsing job ads every evening.

A job ad therefore mainly shows you who already wants to move. Not automatically who fits your organisation best.

  • is actively looking
  • already has a job and is not actively looking

  1. You mainly see people who are already looking

    The easiest candidates to reach are the people already looking around. But the person you need may just as well be perfectly settled at another organisation.

    That is why we look beyond applicants.

  2. At this level a good CV is not enough

    Two candidates can have almost the same profile on paper and still perform completely differently as leaders.

    At director and management level you also need to understand how someone makes decisions, brings people along, handles pressure and fits the stage your organisation is in.

OUR APPROACH

How we find the right leader.

We are not looking for as many candidates as possible. We look for the people who can genuinely do this specific role well.

Confidential search when needed

Not every search has to stay secret. But when you are preparing a replacement or do not want to make a role public yet, we agree in advance what candidates may and may not know.

HOW IT WORKS

This is how an executive search runs.

From intake to signed contract in five clear steps.

  1. Intake and briefing.

    We discuss the organisation, the role, what this person needs to achieve and why someone will succeed here.

  2. We search the relevant market.

    We determine which people and companies are relevant and show you early on which direction we are searching in. That way we can adjust before we approach the market.

  3. Personal approach.

    We contact the people who fit ourselves and explain why this role could be interesting for them.

  4. Screening and selection.

    We talk to candidates at length before you see them. We only introduce people who seriously fit, both professionally and personally.

  5. From interview to signature.

    We schedule interviews, stay in touch with both sides and guide the process until the contract is signed.

Discuss your open role

WHAT YOU GET

Everything you need to make the right choice.

One role, one assignment, exclusive.

  • A recruiter who knows your organisation

    The same recruiter stays involved throughout the search. You never have to explain again who you are looking for and why.

  • A first view of the market

    Early in the search we show you which profiles we have found. So you know right away whether we are searching in the right direction.

  • A team actively searching for you

    Recruiters and sourcers search for relevant candidates every day. So you do not depend on whoever happens to respond.

  • Information with every candidate

    You get more than a CV: our findings from the interview and why we think someone does or does not fit the role.

You know where you stand up front

Before we start, we set out, among other things:

  • what may and may not be shared about the organisation
  • whether the role is made public
  • how we handle company and candidate data
  • the percentage, the retainer and the arrangement around the probation period

Where needed, we use an NDA.

WHAT CLIENTS SAY

What our approach delivers in practice.

As a growing company, finding the right people quickly is crucial. Sennasearch really understood our needs and helped us identify strong candidates who could hit the ground running.

Victoria Sweeney Chief Operating Officer · Hotelchamp
Read the Hotelchamp case

The combination of continuous sourcing and job marketing gives excellent results. The fact that you also sit down every week to go through progress makes working together not only very effective, but also very pleasant.

Pieter de Vrieze Managing Director · Advion
Read the Advion case
Also read the Decathlon case

COSTS

What executive search costs.

You pay 22 to 25% of the gross annual salary of the candidate you hire. At the start you pay a retainer for the search work. That retainer is part of the total fee, so it does not come on top.

You pay the remaining amount only once the candidate has signed.

22 to 25% of the gross annual salary
  • Percentage agreed up front
  • Retainer at the start
  • Retainer counts towards the total fee
  • Rest of the fee only on placement

THE GUARANTEE

No placement?Then you pay no success fee.

The retainer covers the work we do during the search. You pay the remaining part of the fee only when someone is actually placed.

  • If we find no one?

    Then you pay no success fee.

  • If the new director or manager leaves during the probation period?

    Then we start again under the agreed probation arrangement, without you paying again for the same search.

  • And in month two or three?

    Then you get half the success fee back and we start searching again.

  • If we need to fill the same role again?

    Then we do not charge a full search fee again.

Discuss your open role Discuss your role

The exact agreements on the retainer, success fee and probation period are set out in advance in the assignment confirmation.

FREQUENTLY ASKED QUESTIONS

Clear answers up front.

On average a placement at Sennasearch takes 48 days from briefing to signed contract. What is realistic for your specific role is something we discuss up front.

After the intake we can start straight away on mapping the market and the first relevant profiles.

No. We decide together whether publishing helps. If you want to keep the search confidential, we agree in advance which information we share at which stage.

Because one party is then responsible for the entire search. Candidates are not approached by several agencies about the same position, and we can work through the full market systematically.

No, quite the opposite. We also approach people who are well settled and are not applying anywhere.

Then you pay no success fee. The agreements on the retainer and the search are set out in advance.

Which director or management role
do you want to fill?

In a confidential 30-minute conversation, tell us who you are looking for and what this person needs to achieve.

Together we look at whether the role is feasible, how we would approach the search and what it costs.

  • 92% of our placements are still in place a year later.

Fill in your details

Then you pick a time that suits you.

Headhunting, executive search and sales recruitment fall under Search & Selection.

No obligations. We first see whether it fits.

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