2007
FOUNDED
500+
RETAINED MANDATES
4
CEE MARKETS
82%
RETURNING CLIENTS
Experience and accountability
Why boards and CEOs involve Menity
Each mandate combines direct Managing Partner involvement with dedicated research and candidate assessment against agreed role requirements.
Experience since 2007
500+ retained mandates, including CEO succession, confidential replacement, transformation and ownership change.
Direct partner accountability
A Managing Partner leads every mandate from the first conversation to the client’s final decision, supported by research and market intelligence.
One team across markets
A team of 12 across five countries. Central Europe is our core market; selected mandates in Germany and the UK remain under the same partner responsibility.
Regulated appointments
Experience in aviation and financial services, including EASA-regulated leadership roles and appointments involving fit-and-proper assessment.
Standards and affiliations
Mandate perspectives
Selected executive search mandates
Examples of completed executive search mandates. Client names remain confidential.
Aviation
CTO in an EASA-regulated environment
A European operator needed a CTO acceptable to the competent authority. Four of five shortlisted candidates already held nominated-person status; the client appointed from the shortlist.
Automotive
CEE Operations Director
Following M&A, a manufacturer needed an Operations Director for expansion across five CEE countries. Menity advised the board to shift the brief to hands-on production leadership; the client appointed on the revised brief.
A telecom group needed a regional leader to turn customer data into pricing and value propositions across eight CEE markets. The client appointed a leader Menity approached directly, who was not seeking a move.
Insurance
CFO building a CEE finance shared service centre
An international insurer needed a CFO to run country finance and build a CEE shared service centre. The client appointed an ACCA-qualified candidate with SSC experience, already approved by a regulator in another country.
From mandate to appointment
How we run retained executive search
01
Define the mandate
Week 1
We clarify the appointment’s objectives, decision authority, success criteria and essential requirements before the search begins.
02
Map the leadership market
Week 1-3
We identify leaders whose experience matches the mandate, including those who are not seeking a new role.
03
Approach leaders discreetly
Week 2-4
The responsible partner approaches selected leaders directly, under agreed confidentiality rules, and explores their motivation and relevance to the business situation.
04
Assess and appoint
We assess performance, capability, judgement, motivation and references. The responsible partner helps the client compare evidence and navigate interviews, compensation and terms through the final appointment.
Week 4-12
Senior appointments we lead
Mandate scope
We focus on retained CEO, Board and C-level appointments where the decision affects performance, continuity, governance or market credibility.
Peter Nemčok leads mandates in industrial and technology companies; Vladimír Janík in aviation and financial services.
Co-Founder & Managing Partner
Co-Founder & Managing Partner
CEO & General Management
CEO and Managing Director
Country leadership
Regional leadership
Confidential CEO replacement
Transformation and growth leadership
C-level & Functional
CFO and finance
CHRO and people
CTO/CIO/CISO and digital
COO and manufacturing
Commercial, sales and strategy
Legal, risk and compliance
Board & Succession
Board roles
Non-executive directors
CEO succession
Ownership transition
Post-M&A realignment
Internal vs. external succession
Sector expertise
The same leadership role carries different risks across sectors
Menity has led more than 500 retained mandates since 2007. The appointments below are completed placements; client identities remain confidential.
Aviation & Aerospace
Technical and compliance leaders may need competent authority acceptance as nominated persons. We test eligibility before the shortlist, not after the offer.
Selected appointments: CTO, CHRO, CFO, and Chief Compliance Officer.
Leaders must combine commercial delivery with technical credibility, often under telecom regulation or NIS2. Candidates are assessed on both, not on one alone.
Selected appointments: CEO, Board, CISO, CIO, Regional Customer Value Management Director, CMO and CHRO.
Financial Services
Board members and key function holders face national competent authority or ECB fit-and-proper assessment. We review regulatory history before candidates are presented.
Selected appointments: CEO, Managing Director, COO, Chief Risk Officer, CFO, CHRO, Chief Legal Officer and CIO.
Industrial & Automotive
Plant and operations leaders are judged on output, safety and quality from the first weeks, often after M&A. We test hands-on operating records, not only group roles.
Selected appointments: CEE Operations Director, CEE CHRO, Plant Director, CEE Chief Quality Officer and CIO.
Questions before a senior mandate begins
Before the market is approached
When to commission a retained search, expected fees and timelines, confidentiality and replacement terms.
When is retained executive search the right approach?
Retained search suits CEO, Board and C-level appointments that require a dedicated search, discreet access to relevant leaders and assessment against a clearly defined mandate.
How much does executive search cost?
Menity works exclusively on a retained basis. Fees are typically around one-third of the appointed executive’s annual compensation, with a minimum fee per market; fixed fees can be agreed for CEO and Board mandates. The fee basis and payment schedule are agreed before the search begins.
What if an appointment does not work out?
If an appointment ends within the agreed guarantee period, Menity reviews the circumstances against the replacement conditions in the engagement terms. Where those conditions apply, we restart the search without a new professional fee.
How long does an executive search typically take?
Our planning target is a qualified shortlist by week four and a hiring decision within 8–12 weeks of the confirmed brief. Complex or cross-border mandates can take longer; candidate notice periods are additional.
How will we be kept informed during the search?
We agree the reporting schedule before work begins. Updates cover search progress, candidate feedback, obstacles and decisions needed from your team.
Can you search confidentially for a replacement while the current executive is still in post?
Yes, we agree with you who may know about the search and when your company’s identity can be disclosed. The responsible Managing Partner approaches selected candidates directly and controls what is shared at each stage.
Where we operate
Our core markets are Slovakia, Czechia, Austria and Hungary. We also undertake selected mandates in Germany and the UK.
A senior conversation first
Discuss the decision before the search begins
Speak directly with a Managing Partner about what your next leadership appointment must achieve and whether retained search is the right approach.
Confidential. Retained. Partner-led.
Not yet sure a search is the right step? Explore CEO & Board Advisory →