This is how we work. While each search is individually planned, our task as a headhunter is to find the best fit. This means merging data-driven tools with human approaches, facts with emotions, topics with skills. Because without gut feeling, data is just as useless as skills without personality. Morant Executive Search systematically works to bring companies and candidates together:

Selecting the right candidates means knowing where your company is located in the business cycle. We therefore clarify the goals for filling key positions very comprehensively with our customers. New employees must bring real competitive advantages for the company. So only after fully clarifying what kind of candidate pool a customer needs, do we work out the appropriate recruitment strategy and start searching. 

For us it is clear: Rather than the candidates we know best, we choose those who fit best. As headhunters, we have set ourselves the goal of new types of talent for the future of the economy. Even today, technical ability has a much smaller impact on business success than personality, communication skills or leadership.

The successful corporate stories of tomorrow will be written by people who are able to apply their knowledge across situations and are able to manage, translate and apply new developments. Our mission as an executive recruiter is to find them. That drives us far beyond our own network boundaries.

In order to assess an attractive candidate pool, methodically rational decisions are indispensable. We stand for holistic interview and assessment approaches that show up personality, experience, abilities, motivation and intercultural competences. This ensures comprehensive assessment of a candidate's potential.

Good negotiation already aligns successful executives to their new challenges. It takes a lot of experience to bring together the right partners through goal-oriented but mutually rewarding negotiation. We not only bring this experience, but also work with a fee model that decouples the candidate's salary and our fee, so that the focus remains on the interests of the company and the candidate at all times.

We always meet twice anyway: because working with us also includes a reunion. Our follow-up goes far beyond the actual placement. Because we want to know how well it works. Is there really a win-win situation between manager and company? Was our executive search and advice strategy the right approach?