For CEOs, boards, owners and CHROs
Questions before a senior mandate begins
Answers to common questions about Menity’s retained executive search: fees, timelines, partner involvement, candidate assessment and confidentiality.
On this page
Our model
Senior-led, end-to-end.
Partner-led retained search for CEO, Board and C-level appointments.
Who will lead our search?
Vladimír Janík or Peter Nemčok, Menity’s Co-Founders and Managing Partners, leads each search. The partner agrees the role requirements with the client, leads candidate assessment and remains accountable through the final decision, supported by Menity’s research team.
Why does Menity work on a retained basis?
We do not operate on a success-fee model. The client commissions a defined search assignment, including market mapping, direct approaches and candidate assessment. We agree the scope, fee and payment schedule before starting. A Managing Partner leads the assignment through the final hiring decision.
How much does retained executive search cost in CEE, and how are fees structured?
For senior mandates across CEE, retained executive search fees are commonly calculated at approximately one-third of the appointed executive's annual compensation, with a minimum fee applying. Menity works within this established market range. The final fee and payment schedule are agreed before the mandate begins and reflect the seniority, geographic scope and complexity of the search. The fee covers partner-led work from the initial brief and market mapping through assessment, shortlist and the final decision. Any additional external costs are agreed in advance.
Before the market is approached
Search process
What does your executive search process look like?
We first agree the role’s responsibilities, expected results, assessment criteria and compensation range, and identify who will make the hiring decision. We then map relevant companies and leaders, approach potential candidates discreetly, assess them against the agreed requirements and present a shortlist.
The compensation range is based on the role’s responsibilities rather than a candidate’s previous salary. Read more about how equal pay is shaped before the offer.
How many candidates do you usually present?
In most senior searches, we present 3–5 candidates assessed against the agreed role requirements and the company’s needs. Each candidate’s relevant experience and interest in the appointment are assessed before presentation.
When is retained search not the right solution?
Menity’s retained search service is designed for senior leadership appointments. It is not intended for high-volume recruitment or hiring across all organisational levels.
If the role requirements or hiring decision-maker are not yet agreed, we clarify these with the client before approaching candidates.
How do you approach diversity in senior shortlists?
We distinguish essential role requirements from preferences for familiar job titles or industry backgrounds. Where relevant, we include candidates from adjacent sectors and assess everyone against the same agreed criteria. Menity is a signatory of the Diversity Charter Slovakia. More on how the brief shapes the candidate market.
How long does a CEO or C-level executive search usually take?
Most CEO and C-level searches take approximately 8–12 weeks from the confirmed brief to the final decision. Timing depends on the complexity and geographic scope of the mandate, the availability of relevant leaders and the speed of stakeholder decisions. Candidate notice periods may affect the eventual start date, but they are separate from the search timeline. Menity agrees the search stages and decision calendar before the market is approached.
Confidentiality is not optional
Confidentiality
Many senior mandates involve succession, replacement, ownership change or sensitive leadership movement. Confidentiality is built into how we work. Explore also our Code of Conduct.
How do you handle confidentiality?
We operate under NDA where needed and apply strict access controls. Candidate profiles are shared only with the candidate’s explicit consent and only with authorised client stakeholders on a need-to-know basis. Candidate data is not reused for unrelated mandates.
Do you share candidate profiles without discussion?
No. We do not circulate candidate profiles without explicit discussion and consent. Senior leaders are approached discreetly and directly.
Can a search stay confidential in a small CEE market?
Yes. We approach selected leaders directly, limit what is shared and control when the client, role and context become visible.
CEE at the core
Where we work
What roles and leadership levels do you specialize in?
We specialise in senior roles:
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CEO and general management
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Board and non-executive roles
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CFO, CHRO, CTO, CIO, COO, Growth, manufacturing, legal, risk and other C-level appointments
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transformation-critical leadership roles
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manufacturing, operations, legal, risk and compliance leaders
Where do you operate geographically?
Our core markets are Slovakia, Czechia, Austria and Hungary. We also undertake selected executive search assignments in Germany and the United Kingdom.
Do you work with the public sector?
Selectively. We engage only where governance, decision authority and confidentiality requirements are clearly defined. Our primary focus remains private, multinational, investor-backed and regulated environments.
Do you work with listed, scale-up or PE-backed companies?
Yes. We undertake CEO, Board and C-level searches for listed companies, scale-ups and private-equity-backed businesses.
A senior conversation first
How collaboration typically starts
A first conversation does not need a finished brief.
What is the first step if we want to work with you?
You speak with Vladimír Janík or Peter Nemčok about the role, the reason for hiring, the expected timing and who will make the decision. Before the search starts, we agree the scope, retained fee and payment schedule.
What happens if a placed candidate does not work out?
Our engagement terms define the applicable replacement conditions. If a placement ends within the agreed guarantee period, we review the circumstances with the client and, where those conditions apply, restart the search without a new professional fee.
Can we speak before the role is public or the brief is final?
Yes. We can discuss a planned appointment confidentially before it is announced. The conversation can help define the role requirements and decide whether and when to approach external candidates.
Last reviewed 22 September 2026 by Vladimír Janík and Peter Nemčok, Co-Founders & Managing Partners of Menity.