Are you planning to fill a vacancy and want to assess the potential of the market in advance, or do you need a benchmark for the current top performers in your company? Our market mapping provides an up-to-date market overview of possible candidate profiles before starting a search. You can then decide whether the next step is for us to conduct a targeted search.
Search Services
We place and advise. Setting up a new position, filling a vacancy or building a team. Starting from scratch, consolidating or growing: your objective is our objective. We help where we can best support you with our expertise and experience. Locally and internationally, always close to the market.
Executive Search
Our core expertise: Executive Search – filling key positions with the best candidates as your organisation undergoes change and growth. This is based on a systematic search and selection process.
Mid Level Search
With our experience and methodology from executive search, we also find the leaders of tomorrow. Our colleagues at cribbX systematically search for and select senior experts and middle managers with a digital mindset.
Board Search
We help you hire key board members with a decisive edge that are able to create direct impact and play an instrumental role in solving the key challenges ahead of you.
Interim Management
We fill temporary management gaps with experienced managers for specific projects or for transitional phases in company structures. Together with Renoir’s experts and our network, we can quickly solve your immediate challenges.
Executive Search
Our goal is to find the best leaders for the digital world and to help your organisation achieve sustainable success.
We find the right people for the key positions of the digital future. We believe that managers in all areas of a business must have a digital mindset to succeed in the future. That is why we fill board, executive and management positions as well as devision and department heads across all key business functions such as sales, production, research and development, marketing, product management, finance, logistics and HR.
How do we find the right people? By approaching candidates directly and through a network of thousands of executives, specialists and personalities in the digital economy that we have built up over many years. We focus on a systematic search and selection process. Thanks to our ‘core digital’ methodology, we are able to identify the very leaders who have the digital DNA within them.
Solid groundwork combined with an innovative approach is the key to finding the best candidates for a vacancy, and our experience helps us select the right ones for you.
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Market Mapping
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Job description and development of the search strategy
Our search is focused on direct outreach. This is preceded by an in-depth dialogue with you in which we discuss the requirements of the position to be filled, the development profile of the person we are looking for and the resulting search strategy. If necessary, we can also start earlier. In that case, we will work with you in guided sessions to define your staffing requirements based on your strategic and operational objectives and help you identify the relevant management positions.
In doing so, we emphasise the importance of job profiles that are in line with market requirements and are attractive to the desired candidates.
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Systematic research and target list definition
The search starts with in-depth market research, complemented by our consultants’ expert knowledge of the market. On this basis, we identify companies where the candidates we are looking for are currently working, and we identify and prioritise the individuals in question. In doing so, we also include suitable prospects from our existing network.
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Initial contact, review of documents, telephone interviews, pre-selection of candidates
We contact suitable candidates and assess whether there is a general interest in being interviewed for the role and whether the candidate’s qualifications are in line with the requirements of the profile. This is followed by in-depth discussions and initial telephone or video interviews. The purpose of these interviews is to verify the candidate’s stated professional qualifications, personality, motivation to change jobs, salary and availability.
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Personal interviews and final selection
Shortlisted candidates are invited for a personal interview. This is where we take a another close look at the candidate’s communication style and suitability for the role, as well as assessing the fit in terms of the candidate’s personal development goals. Critical to the success of the selection process is the seriousness of the interest in a change and the suitability of the position for potential candidates in the context of their personal preferences and goals.
Our role is to show candidates the opportunities and challenges of a role at an early stage, to match these with their aspirations and ambitions, and to decide quickly whether the person and the role are a good fit.
Once all personal interviews have been completed, we select the 3-5 best candidates to present to you. The accuracy of this decision is a key quality criterion of our service, both for the client and for the candidates. Our goal is not to present you with as many candidates as possible, but to present you with exactly the right ones
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Candidate interviews with the client and the final decision
We accompany your candidate interviews and support you in the final decision. We act as a link between you and the candidates and, thanks to our market reputation and experience, are a trustworthy partner at eye level for both parties. However, the companies are always the clients: they commission the search and pay our fee. We are obligated to them to fill the positions in the best possible way.
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Support through to signing and hiring
We continue to support you after the selection process is complete. For example, we can help you negotiate contract terms and remuneration packages, and support you and the candidates until they start employment – and beyond.
Executive search is not only about finding the right person with the necessary track record, but also about being able to assess whether the personality fits the corporate culture and the upcoming change. Thanks to our twenty years+ of experience, we are particularly suited to this task.
Alexandra von Oven, Partner
Mid Level Search
Wether for scaling or digital transformation, the next generation of leaders is critical to success. cribbX focuses on finding the best specialists, senior experts and next leaders for your company. Key positions that will give you the right impetus for change.
It’s not just top management that needs to have a digital mindset to lead a future-oriented business. Middle and lower management must also have knowledge and experience of the digital environment. In our “Mid Level” practice, we focus on mid-level managers from all key business functions such as sales, production, R&D, marketing, product management, finance, technology, logistics and HR. We are talking about Generation Y and soon Generation Z, whose changing expectations and needs require new approaches and approaches. We can advise and support you in the development of your bespoke digital HR strategy and the recruitment of the right people.
In doing so, we draw on our many years of experience in executive search. We approach candidates directly and are committed to a systematic search and selection process.
First-rate groundwork is crucial to finding the best people for a position. In addition to knowledge and experience, personality and a digital mindset play a fundamental role. Thanks to our experience in the digital industry and our excellent network, we know and recognise personalities with a digital DNA.
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Job description and development of the search strategy
Our search is focused on direct outreach. This is preceded by an in-depth dialogue with you in which we discuss the requirements of the position to be filled, the development profile of the person we are looking for and the resulting search strategy. If necessary, we can also start earlier. In that case, we will work with you in guided sessions to define your staffing requirements based on your strategic and operational objectives and help you identify the relevant management positions.
In doing so, we emphasise the importance of job profiles that are in line with market requirements and are attractive to the desired candidates.
-
Systematic research and target list definition
The search starts with in-depth market research, complemented by our consultants’ expert knowledge of the market. On this basis, we identify companies where the candidates we are looking for are currently working, and we identify and prioritise the individuals in question. In doing so, we also include suitable prospects from our existing network.
-
Initial contact, review of documents, telephone interviews, pre-selection of candidates
We contact suitable candidates and assess whether there is a general interest in being interviewed for the role and whether the candidate’s qualifications are in line with the requirements of the profile. This is followed by in-depth discussions and initial telephone or video interviews. The purpose of these interviews is to verify the candidate’s stated professional qualifications, personality, motivation to change jobs, salary and availability.
-
Personal interviews and final selection
Shortlisted candidates are invited for a personal interview. This is where we take a another close look at the candidate’s communication style and suitability for the role, as well as assessing the fit in terms of the candidate’s personal development goals. Critical to the success of the selection process is the seriousness of the interest in a change and the suitability of the position for potential candidates in the context of their personal preferences and goals.
Our role is to show candidates the opportunities and challenges of a role at an early stage, to match these with their aspirations and ambitions, and to decide quickly whether the person and the role are a good fit.
Once all personal interviews have been completed, we select the 3-5 best candidates to present to you. The accuracy of this decision is a key quality criterion of our service, both for the client and for the candidates. Our goal is not to present you with as many candidates as possible, but to present you with exactly the right ones
-
Candidate interviews with the client and the final decision
We accompany your candidate interviews and support you in the final decision. We act as a link between you and the candidates and, thanks to our market reputation and experience, are a trustworthy partner at eye level for both parties. However, the companies are always the clients: they commission the search and pay our fee. We are obligated to them to fill the positions in the best possible way.
-
Support through to signing and hiring
We continue to support you after the selection process is complete. For example, we can help you negotiate contract terms and remuneration packages, and support you and the candidates until they start employment – and beyond.
Executive search is not just about finding the right person with the right track record, it is also about making sure that the personality fits the culture and the change that is needed.
Next Leaders are personalities who create optimal conditions for their employees, together with their employees. The decisive factor here is a mindset that asks less about one’s own power and more about the space for “being able to do”.
Stephanie Frank, Senior Consultant
Board Search
The supervisory or advisory board offers companies the opportunity to secure the services of external experts who would not otherwise be part of the company.
Whether they are high-profile founders, established business leaders or renowned experts, outstanding individuals can be recruited to the board. But a board is not a marketing brochure. To create real value, all members must work together in a focused manner towards a common goal.
Our role is therefore not only to fill individual board positions, but also to assemble boards that work as high performance teams.
Get in touch with us!
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Board recruitment and appointment
Through a targeted search, we identify top candidates who will best support the organisation’s strategic goals. We provide you with a systematic assessment of the technical, digital and social skills of top performers, as well as their personal fit with the organisation. On this basis, we carefully select candidates and conduct a comprehensive evaluation and due diligence process to ensure maximum alignment with the board’s requirements.
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Role modelling and onboarding
To ensure that diverse experts can contribute their different perspectives, team roles must be clearly defined and a culture of constructive and goal-oriented dialogue established at board meetings. We help the chair to understand the team roles of the members and to use them as effectively as possible. We also offer professional support in the induction and integration of new board members to ensure a smooth start. In these targeted onboarding sessions, new members learn about the culture and composition of the board and understand their respective team roles on the board.
An advisory board brings enormous added value thanks to its broad experience and perspectives. The composition of a supervisory and advisory board is critical to success: the backgrounds, skills and personalities should be highly diverse and complementary.
Maren Freyberg, Partner, Management
Interim Management
Interim leaders bring readily-available expertise and experience to overcome challenges and guide organisations to ensure smooth continuity during critical phases of business growth.
Interim management is used in the following situations:
- Change or temporary absence of senior management
- Changes in strategy
- Mergers and acquisitions
- Restructuring of the organisation
- Launch of new products or services
- Crisis management
- Business process improvement
- Covering temporary peaks
Renoir’s experienced professionals provide interim management solutions at short notice to secure resources, leadership, direction and expertise as needed. The implementation process is immediate and effective to ensure that the company’s business challenges are met in a sustainable manner.
By assessing the situation, developing an action plan and implementing it immediately, we ensure that the specific objective is successfully achieved.
We place great emphasis on building trust through exceptional service and proven expertise in the field of interim recruitment. Transparency, speed and professional tenacity in finding the perfect solution for your needs are our foundation for successful project outcomes.
Jennifer Brook-Botfield, Director and Global Head, Renoir