Leadership decisions affect continuity, ownership confidence, internal stability, and external credibility.
This FAQ explains how we work, what we do differently, and when it makes sense to engage us — before a mandate is signed.
Our model and why it’s different
Senior-led, end-to-end.
Retained search. Senior-partner led.
In pivotal leadership moments, you can’t afford a search that’s just a process.
You need judgment, precision, and a partner who is accountable for the outcome.
Q: What makes Menity different from traditional executive search firms?
We work exclusively on retained mandates and lead each search end-to-end at partner level.
There are no handovers, no junior-led processes, and no parallel volume searches.
One senior partner remains accountable from initial briefing to final acceptance.
In practice, this results in clearer decision paths, fewer parallel searches, and fewer late-stage surprises. ​
Our work is fully retained-only, with a 98% success rate and 81% of assignments coming from repeat clients or board referrals.
Q: How is your approach different from success-fee recruitment?
Success-fee recruitment optimizes for speed and volume.
Our model optimizes for decision quality and long-term fit.
We work with fewer clients at a time, go deeper into leadership context, and focus on roles where mistakes are costly.
As a result, shortlists are smaller but more relevant, and easier to decide on at board level. Acceptance & retention rates are higher.
In comparable mandates, this approach delivers shortlists approximately twice as fast, without compromising quality — enabled by senior involvement, regional expertise, and technology.
Where clarity meets accountability.
Search process
Decision clarity before market execution.
Our work is structured around leadership decisions, not recruitment workflows.
Most of the value is created before the market is engaged.
Q: What does your executive search process look like?
Each search begins with a leadership and business context discussion — not with a role description.
We align with stakeholders on:
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What success means in this specific situation
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Which constraints are non-negotiable
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Where leadership risk sits
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Only after this alignment do we engage the market.
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Shortlists are intentionally small and built for decision-making, not comparison.
In most mandates, we present 2–4 candidates within 3–5 weeks, supported by leadership, business, and cultural insight relevant to the context.
Q: Why don’t you offer success-fee recruitment?
Because success-fee models reward filling roles, not making the right leadership decision.
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Our retained model allows us to act as advisors, remain senior-led throughout the process, and prioritize judgment over volume.
In practice, success-fee searches often generate 3–6× more CVs, without improving decision quality.
Our approach reduces noise and keeps boards focused on a small number of viable leadership options.
Where principles guide every search.
Confidentiality and ethics
Confidentiality is a baseline requirement.
Discretion, integrity, and alignment with your values are non-negotiable in every search we take on.
Q: How do you handle confidentiality and ethics?
We operate under NDAs, apply strict access controls, and do not represent competing clients for the same role or mandate.
Information is shared strictly on a need-to-know basis.
Candidates are informed transparently at every stage, including when discussions stop or priorities change.
We do not circulate profiles without explicit consent, and we do not reuse candidate data across mandates without relevance and approval.
Our ethics framework is applied consistently across private, institutional, and cross-border searches.
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Q: Do you also work with the public sector?
Selectively.
We engage only when governance is clear, decision authority is defined, and the mandate allows for accountable execution.
If roles are politically constrained, timelines unrealistic, or accountability fragmented, we decline the engagement.
Our primary focus remains private and institutional clients where leadership decisions can be executed and measured.
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Expertise where leadership shifts matter most.
Where we work
We focus on role criticality, not sectors.
We work across industries, but always where leadership decisions have a direct impact on strategy, ownership, continuity, or risk. Sector matters less than context, timing, and the cost of a wrong decision.
Q: What roles and leadership levels do you specialize in?
We focus on senior leadership roles where judgment, credibility, and execution matter most:
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CEO, CFO, COO, CHRO
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General Managers and business unit leaders
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Board and succession mandates
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Transformation-critical leadership role
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The majority of our assignments involve positions with direct influence on strategy, ownership confidence, or organizational stability.
Approximately 86% of our projects are at C-suite or board level, each tailored to its specific context.
Q: Where do you operate geographically?
We operate across CEE, DACH and the UK. ​
Our core hubs include London, Frankfurt, Prague, and Bratislava, supported by long-term partners in Vienna and Budapest.
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A significant portion of our work involves cross-border or international appointments.
More than 60% of our projects result in international leadership placements.
Q: Do you work with listed, scaling, or PE-backed companies?
Yes.
We work with:
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Publicly listed companies
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Private and founder-led businesses
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Private equity–backed portfolios
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Most mandates relate to transformation, succession, or accelerated growth, where leadership change carries material risk.
Around 70% of our clients are publicly listed or PE-owned organizations navigating such transitions.
Where partnership begins before the contract.
How collaboration typically starts
A senior-level conversation before any engagement.
If you're considering working with us — here’s how to begin the conversation.
Q: What is the first step if we want to work with you?
We start with a structured, senior-level conversation.
The objective is to understand the business context, decision constraints, and leadership expectations — not to present a predefined process or proposal.
After this discussion, clients decide whether there is a case to proceed.
In most engagements, a mandate is confirmed only when scope, decision authority, and expectations are clear on both sides.
​In over 90% of cases, clients choose to proceed after this initial discussion.
Q: What happens if a placed candidate doesn’t work out?
This is rare.
We remain involved beyond placement to ensure alignment during the early integration phase.
Each mandate includes follow-up discussions focused on expectations, decision dynamics, and stakeholder alignment.
Our approach is designed to minimize replacement scenarios through upfront clarity, not to manage them reactively.
Over the past 18 months, the replacement ratio for C-level roles has been below 1%.