Executive search for CEO, Board and C-level roles that need to hold
We lead retained executive search for boards, CEOs and owners across CEE — where the wrong hire can affect performance, stability and market credibility.
19 years in executive search
98% completion rate
CEO, Board and C-level mandates
Why boards and CEOs involve Menity
Engaged for CEO, Board and C-level appointments across CEE — when discretion, market access and judgement matter as much as candidate identification.
We know the CEE market, who leads it, and how to approach them discreetly.
19 years in executive search
Mandates delivered across CEE, DACH and the UK.
98% completion
rate
in critical CEO, Board and
C-level mandates.
81% client return rate
Repeat work after critical mandates.
Less than 1% replacement rate
in retained C-level mandates over the past three years.
Anonymised client feedback
“Menity helped us see the succession risk before we made the decision.“
— CEO, Tier1 Automotive (CEE)
CEE Executive search reality
What usually breaks senior appointments is not the candidate market
In senior search, the visible market is only part of the work. The real risk often sits in the mandate, timing, stakeholder alignment and what the business is actually ready to absorb.
The role is not always the real issue
A CEO or C-level search often starts when direction, trust or ownership alignment has already shifted.
A strong candidate cannot fix an unclear mandate
The shortlist is not the hard part
If the board, CEO, HQ or owner are not aligned on what the role is meant to change, the risk enters before the candidate does.
The hard part is understanding what kind of leader the situation can absorb — and who will still hold after the hire.
How we run executive search
Most of the value is created before candidates are contacted.
Define the mandate clearly
Map the real market
Approach the right leaders discreetly
Secure the final decision
Before the search starts, we align what the role must solve, who needs to support the decision, and where the risk sits.
We identify who is relevant, reachable and credible for the mandate — not only who appears visible.
We approach selected leaders directly, protect confidentiality and test fit against the real business context.
We support interviews, references and offer discussions so the decision holds after the candidate says yes.
Senior appointments we lead
We focus on CEO, Board and C-level appointments where the decision affects performance, continuity or credibility.
Enterprise leadership
Functional C-level leadership
CEO / general management
Non-Executive Board roles
Board
Manufacturing & operations
CFO / finance leadership
CTO / technology & digital leadership
CHRO / people & culture leadership
Strategy, growth & commercial leadership
Legal, risk & compliance leaders
Country and regional leadership
When the right profile is not obvious, we help define the mandate before approaching the market.
The same role does not carry the same risk in every sector
Where sector context changes the appointment
From regulated industries to fast-moving markets, our work starts where leadership decisions affect performance, credibility and continuity.
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.
Questions before a senior mandate begins
Before the market is approached
Many CEO, Board and C-level appointments in CEE start before the role is fully clear. These are the questions boards, CEOs and owners often need to clarify before selected leaders are approached.
What needs to be clear before selected leaders are approached?
Before we approach candidates, we clarify what the role must solve, who needs to support the decision, where the risk sits and what kind of leader the business can realistically absorb.
How do you keep a CEO or C-level search confidential in a small CEE market?
By approaching only selected leaders, with limited information and the right context. Confidentiality is not about hiding everything; it is about controlling what is shared, with whom and when.
How is retained executive search different from success-fee recruitment?
Retained search is not built around volume. We work with fewer mandates, direct partner involvement and a clear decision process — so the shortlist supports a decision that can hold.