Our Model & Why It’s Different
We’re not structured like headhunters — and that’s by design.
We believe that moments of change deserve more than just a search.
They require presence, strategy, and trust. Here's how we work differently.
Q:What makes Menity different from traditional executive search firms?
We don’t build databases. We build trust. Menity was designed as a boutique partner for pivotal hiring moments: CEO succession, transformation, strategic leadership shifts. Each search is fully led by a senior partner – no handovers, no outsourcing of judgment.
Performance note: 98% success rate. 100% retained-only model. Over 82% of mandates are repeat business or board referrals.
Q:What’s the difference between your approach and traditional firms?
Some firms bring scale, others bring reach. We bring proximity and selectivity.
Menity is designed as a high-leverage partner for strategic hires — working with fewer clients, going deeper, and moving faster.
Performance note: Our average shortlist delivery is 2x faster without compromising quality — enabled by technology, senior focus, and regional expertise.
Industries, Roles & Reach
We don’t follow sectors. We follow strategic intent.
Whether it’s industrial, tech, or consumer – what matters is the criticality of the role and our ability to move with precision.
Q:What roles and sectors do you specialize in?
We focus exclusively on leadership: CEO, CFO, COO, CHRO, GM, transformation leaders, and board-level mandates.
Our expertise spans strategic tech and industrial domains – from digital and telecom to financial services and advanced manufacturing. We partner where leadership shifts matter.
Performance note: 86% of our projects are C-suite or board level. All searches are context-specific and aligned with leadership impact.
Q:Where do you operate?
With hubs in London, Frankfurt, Prague, and Bratislava – and embedded partnerships in Zurich, Vienna, and Budapest – we operate across borders where leadership decisions meet complexity.
Performance note: 60%+ of projects lead to international appointments – cross-border hires or regional leaders entering new markets.
Q:Do you work with listed, scaling, or PE-backed firms?
We operate at the intersection of strategic intent and leadership change – whether in listed groups, mid-size regional leaders, or fast-scaling private equity portfolio firms.
Performance note: 70% of our clients are either publicly listed or PE-owned firms undergoing transformation.
Search Process & Methodology
Process is not just a checklist — it’s a choreography of clarity and trust.
Our approach is tailored to leadership-level decisions. Here's how we work across each step.
Q:What does your executive search process look like?
Every search begins with a deep conversation – not just about what you need, but why. From there, we discreetly map the market, engage with integrity, and assess with depth. Explore how our search process unfolds on this page
Performance note: First 2–4 candidates presented within 3–5 weeks, each with a leadership profile, business case, and cultural match insights.
Q:Why don’t you offer success-fee recruitment?
Because quality doesn’t emerge under volume pressure. In a retained-only model, we act as strategic partners – not CV vendors.
Performance note: Success-fee often results in 3–6× more irrelevant CVs. Our model delivers clarity, not overload.
Values, Ethics & Confidentiality
Trust is not declared — it's built in silence.
Discretion, integrity, and alignment with your values are non-negotiable in every search we take on.
Q:How do you handle confidentiality and ethics?
Trust is our foundation. We never represent the same role for multiple clients. Candidates are fully informed and treated with respect at every stage. Explore our code of ethics on this page
Performance note: 92% of candidates describe the process as purposeful and non-intrusive. We protect the integrity of all sides.
Q:Do you also work with the public sector?
Rarely – and only when the conditions, values, and governance allow for a professional-level partnership.
Performance note: Our focus remains on private and institutional clients where strategic impact and agility matter most.
Collaboration & Next Steps
Every great hire begins with clarity.
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 begin with a meaningful conversation, not a sales pitch. Understanding your context and intent comes before process.
Performance note: In over 90% of cases, clients initiate engagement after our first meeting – not because we persuade, but because they feel seen.
Q:What happens if a placed candidate doesn’t work out?
It’s rare – but we stay close beyond placement. Our processes are built for depth, not speed.
Performance note: All projects are backed by a guarantee and a real human approach, not just legal terms. We partner all the way. Our replacement ration on C-level roles is less than 1% over the last 18 months.