Search · Permanent hire
A shortlist of candidates we vouch for.
From procurement director to transport planner. We map the market with data, approach the right candidates personally and assess them as people who have held the role. We stay with you until the person is in place and working.
Two levels
The right name on the right mandate
Executive Search
Function leadership. The role that sits in or reports to the leadership team, and answers for the result of the function.
CPO and procurement director · Supply Chain Director · VP Procurement · logistics director · Head of Operations
Specialist Search
Management, subject ownership and specialists. The roles that run the categories, follow up the agreements, and handle the daily planning and call-offs.
Procurement manager · category manager · Head of S&OP · Head of Planning · strategic buyer · contract manager · demand planner
Who you talk to
Want to take it by phone right away?
Thor Bang-Ellingsen, partner and founder
When to call us
Four situations we recognise
The role does not exist yet
You are building something new: a category function, an S&OP process, contract management. Then the spec is a guess. We start there.
Someone is being replaced quietly
We run the process without it showing, and without the market learning who is looking.
Narrow category, few candidates
Offshore, seafood, energy trading, pharma. We know which teams have the people, and who is ready to move.
You have tried yourselves
The ad ran for six weeks and produced three wrong candidates. That says more about the brief than about the market. We fix the brief first.
How we work
Five steps from first conversation to signed employment contract
- 01
Need and agreementPeople
We take the time to understand the need and the role before we start, and agree on the process. We bring a clear hypothesis about which teams to search. Once the assignment agreement is signed, we start an initial search right away, so we have real profiles to look at in the kick-off.
- 02
Kick-off and calibrationPeople
At the kick-off we go through the role with you: what it must achieve in the first year, which requirements are absolute, and what makes the opportunity attractive to a strong candidate. We bring the first profiles from the initial search, so we can calibrate the direction on real candidates. We also agree the process in detail and who takes part on each side. The meeting produces a shared role profile.
- 03
Search and headhuntingData and people
After the kick-off we run the search at full speed, with a landing page and an ad where it helps. We map the market and approach the most relevant candidates personally, in the teams we know. We always aim to present the first candidates within one to two weeks. You see relevant candidates early, and your feedback on them helps us sharpen the search.
- 04
Presentation and interviewsPeople
Every candidate is assessed by people who have held the role, and comes with a written assessment, salary expectations and notice period. You choose who to meet, and we coordinate interviews and feedback. A short status meeting every week keeps the pace up.
- 05
Final stage and signingPeople
We take references, clarify terms and follow up both sides until the employment contract is signed. We keep in touch after the start too.
Questions and answers
Questions about search
What does a search cost?
We agree the fee for each assignment, and you know it before we start. We only take assignments where we are the only ones helping you with the role. That gives you our full effort and one message in the market. We are glad to agree a long-term arrangement as your regular recruitment partner. Then every new search goes faster, because we already know the organisation and its leaders.
What guarantee do you give?
If the person leaves within the first six months, we run the search again at no extra fee.
How long does it take?
It depends on the role and how narrow the market is. We always aim to present the first candidates within one to two weeks. You see relevant candidates early, and we use your feedback to sharpen the search. We say what is realistic in the first conversation, and we keep to it.
How do you keep the process confidential?
When the search must be confidential, candidates learn who the client is only once they have agreed to go further. Then we do not advertise, and we do not use your name in the market without agreement.
What if you do not find anyone?
Then we say so, with the reason: is it the brief, the salary or the market? More often than you would think, the answer is that the role should look different. That is why we spend time before the start pressure-testing the purpose of the role and what it must achieve. Then we can challenge the brief, make sure the requirements match what you actually need, and go into the search with a clear view of what it takes.
Do you use AI to pick candidates?
No. AI helps us map the market and sort applicants against the role profile, with reasons. Who goes further is always decided by a person who knows the craft.
How do we follow the search?
You see the candidates, the assessments and the progress on our platform, and give feedback directly there. On top of that we hold a short status meeting every week. If there is little new, we finish early.