Since 2007.
Confidential. Retained. Partner-led.
When the next move matters
The appointment is rarely the whole decision
Menity is involved when a leadership change also affects continuity, ownership, governance or the organisation’s ability to deliver.
Succession and confidential replacement
When continuity must be protected before the transition becomes visible.
Growth, transformation and underperformance
When the current leadership model no longer matches what the business must deliver.
Ownership change and post-M&A realignment
When a new owner, transaction or governance model changes the leadership mandate.
Regulated and scrutinised appointments
When appointability and timing are shaped by national competent authorities, ECB requirements, the EASA framework or security clearance.
How we support the decision
The right engagement depends on where the decision begins
Sector context
Aviation & Aerospace · Financial Services · Technology & Telecoms · Industrial & Automotive
Partner accountability
The partner in the first conversation remains accountable
Every engagement is led directly by Vladimír Janík or Peter Nemčok, Co-Founders and Managing Partners. The responsible partner remains involved from the first conversation through the final decision.
A research and market intelligence team supports the work. Partner judgement is not handed over.
Standards and affiliations
AmCham Slovakia member since 2018 · Diversity Charter Slovakia signatory since 2023 · Code of Conduct
CEO Perspective · September 2026
“Which hiring, promotion or exit decision would you approach differently today — and what changed your judgement?”
One question. One CEO. One perspective.
Radoslav Kopka
Managing Director, PERI Slovensko
Radoslav Kopka, Managing Director of PERI Slovensko, with Peter Nemčok of Menity
The operating reality behind senior decisions
Leaders Talk
Conversations with leaders responsible for performance, change and accountability across CEE.
HR Director Commercial &
Enabling Functions, CEE
Molson Coors
CEE execution
From the practice
What the leadership market makes visible
Analysis and practice-based observations on CEE leadership, the senior seat and the standards behind senior appointments.
Standards · August 2026 · Vladimír Janík · 7 min read
Standards · August 2026 · Peter Nemčok · 4 min read
Diversity in executive search starts with the brief
How the mandate and its criteria shape who enters the candidate market before a shortlist is presented.
Questions before a senior mandate
What boards and CEOs usually need to know first
The right engagement depends on whether the appointment is already defined or the decision path still needs clarification.
What makes retained executive search different from contingent recruitment?
Retained executive search is an exclusive, commissioned mandate for a defined senior appointment. The relevant leadership market is mapped and approached directly, with a Menity Managing Partner accountable from mandate definition through the final decision.
When should CEO & Board Advisory come before a search?
Advisory should come first when the future mandate, succession path or timing is not yet clear. Menity helps the board compare internal succession, an external appointment and an interim bridge before committing to a search outcome.
How are retained executive search fees structured?
For senior mandates across CEE, fees are commonly calculated at approximately one-third of the role’s expected first-year total cash compensation. Menity agrees the final fee and payment schedule before the mandate begins, based on seniority, geographic scope and complexity.