Executive search
for CEO, Board and
C-level roles
across CEE
We support boards and CEOs when a wrong hire affects performance, stability, or market credibility.
In CEE, the total cost of a failed C-level hire typically exceeds 1–2x annual compensation — excluding strategic delay and internal disruption.
19 years in executive search
98% success in critical appointments
All assignments conducted under full confidentiality.
Executive Search for CEO, Board and C-level rolesds
Why Boards and CEOs choose Menity
Engaged by boards, owners, and CEOs for CEO and C-level searches across CEE.
19 years of executive search in CEE. Focused on results, not volume.
We know the CEE market, who leads it, and how to approach them discreetly.
19
years of executive search in CEE
Active mandates delivered across Slovakia, Czechia, Hungary, and Austria.
98%
success in critical appointments
Critical searches executed with discretion and precision.
81%
of clients return
Our clients return because results are consistent.
Less than 1% replacement rate in retained C-level mandates over the past three years.
“Menity helped us avoid a succession mistake.“
— CEO, Tier1 Automotive (CEE)
How we run executive search
1
Define the mandate clearly
We agree on the exact mandate, scope, and decision criteria before search starts.
2
Map the real market
We identify the relevant talent pool and define who will be approached — and who will not.
3
Approach the right leaders discreetly
We approach selected leaders directly and assess their track record against your mandate.
4
Secure and support the final decision
We support final interviews, reference checks, and offer negotiations.
We place leaders in roles where performance matters
We focus on CEO, Board and C-level roles that directly influence business results.
CEO / general management
Non-executive roles
Board
Manufacturing & operations
CFO / finance leadership
CTO / technology & digital leadership
CHRO / people & culture leadership
CSO / growth & strategy
Legal, risk & compliance leaders
Seeking a leader who doesn’t fit the typical profile?
We’re here to help define what’s truly needed.
What boards say after critical
leadership decisions
Reflections from boards and executives following high-stakes leadership appointments.
Anonymous Client​
Board-level
CFO
Client reference shared anonymously.
“We engaged Menity for a board-level CFO appointment during a sensitive transition.
The work was structured, discreet, and focused on the real decision criteria.
They operated as an extension of our board team“
Group CFO Europe
Global Financial Services
Anonymous Client​
CEO appointment
with digital mandate
Client reference shared anonymously.
“The mandate required a leader who could combine strategy, digital execution, and measurable results.
Menity identified candidates with proven regional scale-up experience, not just profile fit. “
Group CEO
European E-Commerce
Anonymous Client​
Board-level CHRO
Client reference shared anonymously.
“This was not a standard People & Culture search.
Menity demonstrated strong understanding of the CEE talent market and delivered candidates who matched both the business mandate and team dynamics.“
VP Culture & People
Fortune 500 Tech Company
The right leadership makes the difference – in any sector.
Trusted by leaders across sectors
From regulated giants to fast-moving innovators – our work begins where leadership has real consequences.
Technology & Telecom
Leadership decisions under regulatory pressure, scale, and speed.
Financial Services
Leadership where governance, risk, and credibility matter.
Industrial & Automotive
Operational leadership in complex, capital-intensive environments.
Aerospace & Aviation
Precision and timing matter most.
Energy & Utilities
Leadership under regulatory, infrastructure, and public scrutiny.
Retail & Consumer Goods
Leadership balancing growth, margin, and brand trust.
Better questions, better outcomes
Leadership appointments have direct business consequences. The right questions determine whether a
decision holds — or fails later.
Before committing, boards and CEOs test assumptions that don’t show up in CVs —
mandate clarity, risk exposure, and leadership fit under pressure.
