Executive Search - Our Process

Hiring a leader is one of the biggest decisions a company makes. The right person can shape a team, a market and a company's next five years. The wrong one can cost a lot more than a recruitment fee. That's why executive search at Teamence is not about sending CVs. It's about being a trusted adviser to our clients through the whole search, from the first call to the final report.

Dana Kocane, Founder of Teamence, has more than 16 years of experience in HR and recruitment across IT and fintech. Her team runs executive searches for tech and fintech companies in Europe, the Nordics and the Baltics. Here is a look behind the scenes of how a search works, step by step.

1: Getting to Know Your Company

Every search starts with listening. Before we look at a single profile, we learn about the organization: its values, its goals, its culture and what the role really needs.

HR knows the company and its culture. The hiring manager knows the team and the work. We talk to both, so we understand the company and the team this leader will join.

"A leader can be great on paper and still be the wrong fit. That's why we spend time on the company first, and only then on the CVs."

2: A Role Description That Works

A clear role description saves weeks later. If needed, we help write it: what success looks like in year one, who this person reports to, and what is a real deal-breaker.

It also helps the company agree internally on what they need before the search starts.

3: Market Research and Benchmarking

We don't just search for candidates. We look at what the market can really offer: who is out there, where they work and what they earn. We compare profiles and salary levels, so the brief and the offer match the market.

"It's much easier to adjust the brief at the start than after the third candidate says no."

4: Mapping and Approaching Candidates

The best leaders are rarely looking for a job. Most of them are busy doing it well somewhere else. We map the people who fit the profile and approach them directly and confidentially.

Thanks to our network, we reach leaders across Europe, not only the ones who answer job ads.

5: Assessment Beyond the CV

Skills and experience matter, but they are only part of the picture. In interviews, we look at leadership style, judgement, motivation and how the person fits your values and vision.

We look for leaders who will not only do the job well, but also feel at home in your culture.

6: The Shortlist and Client Interviews

The client meets a short list of strong, checked candidates, each with a clear profile and our view on them. We organize the interviews, collect feedback and keep both sides informed at every step.

"Good leaders don't wait. Quick feedback keeps the best candidates interested and the search moving."

7: Offer and Negotiation

The offer stage is often the hardest week of the search. We handle the negotiations and help both sides find terms that work. We also prepare for what can go wrong, like a counter-offer from the current employer.

When the search is done, the client gets a full report of metrics from the completed search: how many people were mapped and approached, how many were interviewed and shortlisted, and how long each stage took.

It shows the work behind the hire, and it gives useful market insight for the next one.

The Takeaway

A good executive search is a partnership. On average, an executive search takes 2 to 4 months, and the results depend on a clear brief, a realistic offer and close work between HR, the hiring manager and the recruiter. When all sides move together, the right leader joins faster and stays longer.

At Teamence, we help tech and fintech companies find leaders who fit both the role and the culture. If you've been hesitant to work with us, this is your sign to get in touch: info@teamence.eu

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