SOLUTION
For employers with a board or management role open. The people you want at this level do not look at job ads. We approach them anyway, across the Netherlands.
A 30-minute conversation. No obligations, we first see whether it fits.
They had us search
THE PROBLEM
It is a business problem. A role that stays empty for months costs revenue nobody brings in, decisions that keep sliding and a team carrying it on the side.
And a bad hire at this level does not cost you a month of salary but a year of pipeline: the search all over again, the unrest in the team, and the clients who noticed.
The person you want is out there. Just not where you are looking.
Posting a vacancy gets you the twenty percent who were already looking around. At director level that is rarely the person you were looking for.
From our own figures. At director level, that eighty percent is exactly the group you want.
OUR APPROACH
No job ad and no database. We map the market and personally approach the people who fit this role.
At this level someone only listens when the story holds up and the approach is discreet. So we know who is there before we call, and we make the call ourselves.
This is how we do it
At this level that is also why we dare to make an arrangement about a departure during the trial period.
Discuss your open role Discuss your roleHOW IT WORKS
Five steps, no layers in between.
Which role, what someone has to come and do, where it went wrong before. After that we start within two working days.
Around the intake you see a first list of profiles we have found. Your response steers the search, and then we approach.
We interview everyone ourselves. Only after that conversation do we call someone a candidate.
Whoever fits, we introduce to you straight away. One at a time, not once there are three.
Until the contract is signed, without silences that cost you the candidate.
WHAT YOU GET
One role, one assignment, exclusive. This is in it.
The same person for the whole search, with a Dutch-speaking contact who knows the briefing and holds the conversations.
Recruiters and sourcers who work the market every day, with an international network. One recruiter does not have that reach.
The interview report, the motivation and the CV, candidate by candidate and not as a pile.
Where we stand and what the market says back, including when the salary is not keeping up or the role is drawn too broadly. You hear that in week two, not in month three.
CONFIDENTIALITY
A leadership change that is not yet settled is not something you want to see circulating.
If that is what you want, we put nothing into the market. We personally approach the people who fit and only share details at a much later stage. Who you are is shared once that is appropriate, with your permission.
What we agree up front
That is set out in the assignment confirmation, and where needed we put an NDA underneath it.
Discuss your open role Discuss your roleWHY SENNASEARCH
A placement that leaves after seven months costs you the entire search again. So we test for who will last, not for who signs fast.
One market since 2006: commercial at the core, with IT, finance and HR around it, from junior to board level.
If we think your question is a better fit elsewhere, we say so. Call us and you hear from us the same day.
Whoever we put forward, we would put in that seat ourselves. And after the signature we stay involved.
WHAT CLIENTS SAY
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
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
WHAT YOU PAY
Most agencies in this market do not name a figure. We do.
Where exactly you fall within that range depends on the role. You will hear that in the first conversation, and what you pay and when you pay it is agreed up front, before we start.
If the new director leaves during the trial period, you choose: we start again at no cost, or you get your money back. The arrangement for your assignment is in the quote before you sign.
On average 48 days from briefing to signed contract, across all our placements. We will tell you what is realistic for your role in the first conversation, and if we think it is not achievable we will say so.
Then you pay no success fee. The down payment is not refunded; it covers the search work that was done. We send no other costs.
Respond quickly to the people we put forward, because someone approached at this level has options and drops out when things go quiet. And keep us informed about your interviews and the offer you make.
The work is the same: we approach people who are not looking. Executive search is the term at board and management level. If you are looking lower in the organisation, see headhunter.
Tell us what is going on in a 30-minute conversation. Together we look at whether the role is realistic, how we would approach it and what you can expect.
No sales pitch. Straight to the substance.
Fill in your details
Then pick a time that works for you. No obligations, we look at the fit first.
Thank you. Your appointment is booked. The confirmation is on its way by email.
SCHEDULE A CALL
Fill in your details, then pick a time that works for you. No obligations, we look at the fit first.
Thanks! We'll get in touch within 24 hours on business days.
